In today’s competitive job market, particularly for part-qualified accountancy professionals, the outdated “test” style interview must be consigned to history. The days when clients could pick apart a CV with a “prove yourself” approach are long gone. Candidates today have options, and they’re not just looking for a job—they’re seeking an organisation with values, flexibility, and purpose.
As a recruitment consultant specialising in part-qualified accountancy roles, I’ve seen how the most in-demand candidates evaluate businesses as much as businesses evaluate them. If your interview process fails to engage and inspire, the top candidates will move on quickly.
A Two-Way Process
Gone are the days when the interviewer held all the power. A modern interview is a mutual assessment. Yes, candidates should come prepared—understanding your business, anticipating technical questions, and ready to present their skills—but you must do the same.
The best candidates want more than a competitive salary. They want to understand your company culture, how they’ll fit into the team, and whether your organisation can help them grow. If you’re not prepared to share that vision or listen to their priorities, you’ll struggle to secure the right talent.
A New Generation of Talent
Today’s candidates are often from a generation that values more than just career progression:
- Work-Life Balance: Asking about hybrid working or flexibility doesn’t mean they’re lazy or uncommitted. These candidates want to work hard and learn from others but appreciate the autonomy to manage their time.
- Hybrid Working with Team Connection: Many candidates want the best of both worlds—flexibility to work remotely, combined with in-person days for collaboration, mentorship, and relationship-building. Hybrid working doesn’t mean they don’t value being part of a team—it reflects their desire for a balanced approach.
- Purpose and CSR: Candidates want to work for companies that care about more than just profits. Sustainability, corporate social responsibility (CSR), and giving back to the community matter to them. If your organisation is purpose-driven, share that story—it could be the deciding factor.
From Interrogation to Engagement
Interviews shouldn’t feel like a courtroom cross-examination. While it’s important to understand a candidate’s career decisions, approaching these conversations with respect rather than suspicion builds trust. Instead of asking “Why did you leave after 12 months?” with a raised eyebrow, reframe it: “What prompted your move, and what did you learn from that experience?”
A collaborative, conversational tone will always outperform an adversarial approach. The best candidates—those already juggling multiple offers—will quickly opt out of an overly formal or negative process.
Selling Your Opportunity
Part-qualified accountants are often balancing demanding studies with professional work, showing resilience and ambition. But with plenty of opportunities, they need to understand why your role stands out. Selling your company and its vision is no longer optional—it’s essential.
Here’s how you can do that:
- Career Development: Highlight the support you offer for qualifications and career progression. Do you have clear pathways for promotion?
- Culture and Team Dynamics: Share real-life examples of team successes, mentoring schemes, or social events. Candidates want to know they’ll be joining a team where they’ll feel supported and valued.
- Hybrid and Flexibility: Be transparent about your approach to hybrid working and how you foster a sense of team, even for remote workers.
- Purpose and Values: Discuss your company’s values and impact—whether through CSR initiatives, sustainability goals, or community involvement. Candidates want to connect with an organisation that makes a positive difference.
Avoiding Common Pitfalls
A major interview pitfall is failing to take candidate concerns seriously or appearing disengaged. If you glance at their CV minutes before the interview or seem distracted, candidates will notice. The same goes for brushing off questions about flexible working or sustainability—this sends a message that your organisation is stuck in the past.
Similarly, avoid making assumptions. For example, asking about hybrid preferences shouldn’t lead you to assume the candidate isn’t committed to being part of a team. Often, they want a balance—quiet days at home for focused study or work, paired with collaborative days in the office for learning and development.
Creating a Positive Interview Experience
Interviews shape how candidates view your company. A positive experience leaves candidates excited about the possibility of joining you, while a negative one can do long-term damage to your employer brand.
Here are some ways to improve the interview process:
- Preparation: Read the candidate’s CV in advance and tailor your questions to their experience.
- Clarity: Outline the interview structure at the start so candidates know what to expect.
- Ask and Answer Thoughtful Questions: When candidates ask about your company’s values, purpose, or flexibility, provide meaningful answers—not vague responses.
- Timely Follow-Up: Whether successful or not, a prompt and respectful follow-up after interviews shows you value their time and effort.
Winning the Talent Game
Securing top-tier part-qualified accountants means understanding that their priorities are different from those of previous generations. These candidates want more than just a pay cheque—they’re seeking flexibility, purpose, and the chance to learn in a supportive environment.
By modernising your approach and delivering a collaborative, engaging interview process, you’ll showcase your business at its best and attract the kind of talent that drives long-term success.
Ultimately, the interview isn’t just a test for the candidate—it’s a chance for your organisation to stand out. If you don’t engage and inspire the best candidates, someone else will. Let’s make sure your interviews do your company justice and secure the exceptional talent your team deserves.