1. Application & Screening
Candidate submits CV/cover letter or online application.
Recruiter/HR screens for minimum qualifications, experience, and eligibility.
May involve an initial phone/email check to confirm interest, availability, and salary expectations.
2. Preliminary Interview (Phone/Video/Teams)
Often with HR, recruiter, or a talent partner.
Purpose: to assess basic fit, communication skills, and motivations.
Questions often cover:
Background and career overview.
Why the candidate is interested in the company/role.
Salary expectations, notice period, work rights.
3. Technical/Competency Interview
Usually with the hiring manager or finance/technical team.
Focus: evaluating job-related skills, knowledge, and problem-solving ability.
May involve:
Competency-based questions (using STAR method).
Case studies, accounting/finance scenarios, or practical tasks.
Discussion on relevant tools/software (e.g., Xero, SAP, NetSuite).
4. Second-Round/Panel Interview
More in-depth, often with multiple stakeholders (finance lead, HR, department head).
Focus: cultural fit, teamwork, leadership potential, and handling challenges.
May test communication, decision-making, and alignment with company values.
5. Assessments/Tests (if applicable)
Some employers include:
Excel or accounting tests.
Situational judgment or problem-solving tasks.
Personality or psychometric assessments.
6. Final Interview / Meeting with Senior Leadership
Often confirms alignment with company strategy and long-term plans.
May be less technical, more about attitude, adaptability, and growth potential.
7. Reference & Background Checks
Employer contacts referees (previous managers/HR) to verify work history, skills, and behavior.
Background checks may include qualifications, criminal history, or work rights validation.
8. Offer & Negotiation
Candidate receives a job offer (verbal first, then written).
Discussion of salary, benefits, start date, and conditions.