Avoid Criminals and Duds When Recruiting Bookkeepers
The Free Enterprise blog at FindLaw.com says there are five questions to consider “to avoid hiring a criminal or a dud.” It shares the story of a Florida bookkeeper who was arrested after being accused of stealing more than $250,000 over the course of three years.
Here are the five questions to ask a bookkeeper:
What Is Your Prior Experience in Bookkeeping? As the article states, this may seem like a no-brainer but sometimes the focus is on an applicant’s title and not the work done in a previous position. The article advises, “Generally, businesses will do better to focus on employees who have the requisite skills and experience, not just the right former titles.”
Can You Solve This Hypothetical Problem? It’s not quite, “If you were a tree, what kind of tree would you be?” But it is an area where employers have to be careful what they ask. Don’t rely on brainteasers or trick questions. Make sure the questions are practical to your business’ need. (The American Institute of Professional Bookkeepers offers a free 20-minute test you can give a prospective bookkeeper. Go to its website to see three sample questions from the 10-question test.)
Have You Ever Been Disciplined/Reprimanded? This is one of those tricky ones. Here you are looking more for how the candidate responds. An evasive or quick answer could be reasons to be suspicious. However, it is almost impossible to independently verify the answers because most employers will only verify employment dates and little more.
Do You Have Any Criminal Convictions? As the article suggests, this doesn’t need to be asked in person. Put the question on the job application. It’s important, though, not to ask about arrests. As another FindLaw.com blog instructs, it’s illegal to ask about arrest records (the whole presumption of innocence concept) and in several states you can’t even ask about conviction records with one big exception: It is appropriate to ask a bookkeeper about criminal fraud convictions.
Is There Any Reason You Wouldn’t Be Able to Meet the Hourly Requirements of the Position? This is an important question to ask because it legally lets you find out about an applicant’s time priorities. You can’t ask a candidate questions about marital status, religious beliefs, and children, for example, but the information might be volunteered in response to this simple question.
Also, silence is golden, especially when asking about a candidate’s ability to do the work in the hours set by you. People hate to keep their mouths shut and will fill a vacuum of silence by sharing more information than they wish to. It’s an old reporter trick that works well in job interviews, too.
By the way, do you really want an accountant and think you need a bookkeeper (or vice-versa)? There’s some good advice from Intuit.com small business blog on the issue through an interview with the owner of a bookkeeping and consulting firm.
The blog explains, “The term ‘bookkeeper’ is pretty literal: The bookkeeper keeps the books and retains documentation for transactions. An accountant may also focus on reporting, business analysis and processes, and possibly advice. Many times a bookkeeper and accountant work in tandem, with the bookkeeper operating as a ‘feet on the ground’ professional, promoting a stronger relationship between an accountant and a business owner.”
The article also points out that bookkeepers are less expensive than accountants but you should retain a CPA’s services when first hiring a bookkeeper. The accountant’s advice will make sure the bookkeeper gets off on the right foot.