How to Hire a Bookkeeper 

Why? Can’t you just do it by yourself? Bookkeeping? Well, if complacency is your thing and failure is your friend, then alright, you can now stop dreaming. BUT! Since you are reading this, I believe you want growth, you want improvement, you want excellence, and you want success! Be it an international or gigantic company or just a small business, you need a bookkeeper as soon as possible! It’s even wisest to have a bookkeeper before starting a business or such. So, the question remains: How to hire a bookkeeping services?

Bookkeeper 

1. Job Description – First thing’s first!

Before posting through different media about the hiring, you need perfect preparations so that you would know what to do next when applicants flood in. Job description is the foundation of hiring as it is the bases of the future decisions such as recruitment process, selection, hiring, and training. It sets both of your expectations and of the applicants’. Job description includes:

  • Job Title – Bookkeeper (Obviously)
  • Brief Job Summary – describes the purpose and nature, and list of tasks and activities of the job
  • Tools and Equipment – this includes accounting software packages such as FreshBooks, Kashoo, and KashFlow. DO NOT RELY on spreadsheets.
  • Job Enviroment – this describes the nature of the business or the company itself
  • Work Performance – this sets the standard the employee must meet and this depends on the salary and compensation you can provide
  • Salary and Compensation – just be fair, okay?
  • Job Competencies – these are the level of Knowledge, Skills, Abilities, and other characteristics you expect upon employment and after trainings

The process of making job description is called job analysis. And it’ll be best if you would consult a more experienced bookkeeper or accountant. Having a good job description will save you from lots of future complications.

2. Job Posting – You’re not selling soap! Be realistic!

Do not sugar-coat your postings because they might attract myriad of applicants, but you will end up dealing with the wrong ones. Do not give too much expectation that the applicants might be disappointed upon employment. “Easy come, easy go.” Bottom line – you’ll just spend so much time, energy, and money for someone who’ll just quit because of disappointment.

3. Recruitment, Screening, and Selection – Business means business!

Given that the applicants have the basic knowledge and skills needed as a bookkeeper, always look for those who have good experience. Bookkeeping is very vital that one cannot afford mistake! Invest on skills and aptitude tests, and also hire a professional bookkeeper for a panel interview. But always be aware on personal biases in screening out applicants, be objective and rational. Best option to lower down risks and time-cost is to connect to employment agencies and search firms, that is, if you have the budget and you don’t have your own recruitment department.

4. Hiring – Now, consider your instincts

Being objective is a must in screening process, but there are many factors that cannot be measured no matter how much we spend. After considering the knowledge, ability, skills, and experiences, it’s time to look at the personality, interests, and character of the applicant. You wouldn’t want to hire someone who’ll just quit after a year or two. And above all, you don’t want to hire someone who is dishonest. Integrity is the number one characteristic a bookkeeper should possess.

Now that you know how to look for a bookkeeper, you can adjust the process as long as it is cost-effective. In other words, make sure you know how much you gonna spend and how worth it it’d gonna be. Remember, advancement and success will have its price.

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