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Accounts (Receivable)

Accounts (Receivable)

This assessment delves into key aspects of accounts receivable management, from knowledge of uncollectible accounts to understanding DSO's impact and more.

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Hard skills
10 min

Accounts (Receivable) test: Mastery in managing receivables

Dive deep into the intricacies of accounts receivable management with this tailored assessment. Designed to uncover candidates' proficiency in crucial areas of financial operation, this test is your ally in identifying individuals who can maintain and bolster your company's financial health through expert accounts receivable management.

Unique features of the Accounts (Receivable) assessment

  • Comprehensive coverage: Explores every aspect of accounts receivable management, ensuring a thorough understanding of each candidate's skills.
  • Targeted talent assessment: Precisely evaluates the know-how necessary for managing and safeguarding a company's financial assets.
  • Scenarios and real-world challenges: Presents candidates with practical tasks to evaluate their ability to apply knowledge in real-life financial situations.
  • Designed by experts: Crafted with input from seasoned financial professionals, ensuring the highest level of accuracy and relevance.
  • Streamlined hiring decision-making: Offers clear, actionable insights that support swift and informed recruitment actions.

Topics covered in the Accounts (Receivable) pre-screening assessment

The assessment evaluates candidates' competence in the following critical areas:

  • Accounting for uncollectible accounts: Understanding various methods to manage and report on bad debts.
  • DSO (Days Sales Outstanding) impact on financial health: Knowledge of how DSO affects a company's cash flow and financial stability.
  • Internal controls: Familiarity with procedures and systems to safeguard customer accounts.
  • Common mistakes in accounts receivable: Awareness of typical errors and how to prevent them.
  • Reporting methods for bad debt: Comprehension of different approaches for bad debt reporting.
  • Credit and collection policies: Understanding of financial ratios and policies for credit and collections.
  • Credit memos and accounts receivable aging reports: Knowledge of the purpose and use of credit memos and how to interpret aging reports.
  • Remittance advice: Insight into the importance and use of remittance advice in financial transactions.

Best use of the Accounts (Receivable) screening test

Employ this assessment to evaluate talent for a variety of roles that require strong financial acumen, particularly in managing accounts receivable:

  • Accounts Receivable Specialists: Ideal for assessing the candidate's ability to efficiently manage and report on receivable accounts, crucial for maintaining the company's cash flow.
  • Financial Analysts: Perfect for evaluating understanding of DSO and its impact on financial stability, along with a knack for identifying and mitigating common mistakes in receivable accounts management.
  • Accountants: Offers valuable insights into candidates' knowledge of internal controls and reporting methods for bad debt, ensuring accurate financial documentation and compliance.
  • Credit Managers: Assesses the candidate's comprehension of credit and collection policies, as well as their ability to use credit memos and understand aging reports, essential for a stable financial operation.
  • Accounts Receivable Managers: Ideal for identifying individuals capable of overseeing the entire accounts receivable process, from internal controls to remittance advice.

What modern teams using HiPeople are saying.

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Tiera Dobbins, Talent Acquisition Services and Operations Manager at NFL National Football League
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Talent Acquisition Services & Operations Manager

“HiPeople allows me to get mundane tasks like reference checks out of the way. Our time-to-fill went down 31% in the last year and we made 62% more hires.”

Sarah Garner, Director of Recruitment and Outreach at Vivvi
Sarah Garner
Director of Recruitment and Outreach

“We use HiPeople Assessments for volume hiring. With the introduction of HiPeople our work has reduced by about 50%”

Prem Kumar, Talent Acquisition Manager - Recruitment and Employer Branding at DAZN
Prem Kumar
Talent Acquisition Manager - Recruitment & Employer Branding

“Being able to use HiPeople’s AI-enable features allows for a better screening process to make sure that we are getting the right candidates.”

Alex Anderson, Learning & Development Specialist at Colas Canada
Alex Anderson
Learning & Development Specialist

“With HiPeople we are saving between 250-500 hours of screening time every year. We completely switched to a skill-based candidate assessment in pre-screening.”

Maximilian Rauschen, Head of Talent Acquisition at Tourlane
Maximilian Rauschen
Head of Talent Acquisition

“We use HiPeople to objectively assess our candidate’s skills and capabilities. The more data we have, the more we can influence our quality-of-hire.”

Matthias Schmeisser, Global Senior Director, Talent Acquisition and Employer Branding at Emnify
Matthias Schmeisser
Global Senior Director, Talent Acquisition & Employer Branding

“HiPeople has been really helpful for us in automating the reference check process, verifying who the references are, and doing it in a much more fast and efficient way.”

Charlie Boyle, Senior Lead, Talent Acquisition Policy, Operations & Technology at Celonis
Charlie Boyle
Senior Lead, Talent Acquisition Policy, Operations & Technology

“Our former reference process was really archaic, very sticky. HiPeople has really given us the ability to customize when and how we do reference checks. That is really amazing!”

Janna Karwaski, Senior Director of Workforce Optimization at IntelyCare
Janna Karwaski
Senior Director of Workforce Optimization

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Accounts (Receivable) Test FAQs

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Tiera Dobbins

Talent Acquisition Services & Operations Manager

Sarah Garner

Director of Recruitment and Outreach

Prem Kumar

Talent Acquisition Manager - Recruitment & Employer Branding

Alex Anderson

Learning & Development Specialist

Maximilian Rauschen

Head of Talent Acquisition

Matthias Schmeisser

Global Senior Director, Talent Acquisition & Employer Branding

Charlie Boyle

Senior Lead, Talent Acquisition Policy, Operations & Technology

Janna Karwaski

Senior Director of Workforce Optimization