Creating a Winning Interview Experience in 2026

Updated for 2026

The accountancy and finance market is expected to remain competitive in 2026, particularly in areas such as audit, tax, accounts and outsourcing. Strong candidates remain highly sought after, and those actively considering new roles often receive several offers, as well as counteroffers from their current firms.

This is why the interview process has become so important. It is no longer just an opportunity to assess technical fit; it is also a valuable moment to bring your culture to life and demonstrate why your practice is the right long-term home for the person sitting in front of you.

So, how can you ensure that your firm and the role truly stand out?

1. Recognise the Interview’s Dual Purpose

Interviews today are balanced and collaborative. You are assessing the candidate, but they are placing equal importance on evaluating you. The practices that are securing the strongest hires are those that approach interviews as genuine two-way conversations, rather than formal assessments.

Before the meeting, take a moment to reflect on what makes your practice distinctive. Consider the strengths your existing team would mention if asked why they enjoy working with you. Many firms underestimate the compelling nature of these authentic insights for candidates.

2. Shape the Conversation Around What Matters to Them

Senior candidates have clear motivations for considering a move – and these often go beyond salary. Career progression, culture, flexibility, leadership style and exposure to complex clients are all common priorities for 2026.

The best way to create a meaningful connection is to ask the candidate what prompted them to come to the market and what they hope their next move will offer. Once you understand their motivations, you can explain how your practice supports those ambitions. This personalised approach makes candidates feel heard and gives them confidence that you are genuinely invested in their future.

3. Bring Your Culture to Life

Culture remains one of the most significant factors in a candidate’s decision-making process. People want to join teams where they feel valued, supported and empowered to grow.

Use the interview to paint a clear picture of what it feels like to work in your practice. This might include examples of how you support progression, how your hybrid model operates in reality, or how your leadership team stays accessible and involved. If the interview is on-site, offering a brief tour can be a simple but effective way to help someone envision themselves as part of your team.

4. If Your Firm Has Recently Undergone Change, Address It Openly

Many practices continue to evolve through mergers, acquisitions and internal restructuring. Candidates understand that the profession is changing, but they appreciate clarity around what this means in practice.

If your firm has experienced change, be open about it and explain how the transition has been managed. Reassurance and transparency are powerful – they help candidates understand how the business is moving forward and where they might fit within that journey.

5. Emphasise Long-Term Value and Development

While remuneration remains an important factor, candidates at Senior, Manager and Director levels place increasing importance on long-term development. They want to understand how progression works, how often reviews take place, and how the firm invests in training, technology and modern working practices.

Use the interview to explain how individuals have progressed within the firm, what the typical development pathway looks like and how you support people in building their specialist interests. These insights help candidates visualise themselves growing with you.

6. Avoid the Common Pitfalls That Deter Strong Candidates

There are a few interview habits that can unintentionally weaken engagement. Overly technical conversations, limited opportunity for the candidate to ask questions, inconsistent messages from different interviewers or slow follow-up can all affect how someone feels about the role.

A clear, warm and well-structured process, supported by timely communication, makes a significant difference. Candidates remember how an interview made them feel – and this emotional connection plays a major part in whether they accept an offer.

7. Make the Experience Memorable

Small touches can transform the impression a candidate forms. A warm welcome, a clear explanation of the role and progression path, an open discussion about expectations and a thoughtful follow-up message all contribute to a positive and professional experience.

These gestures demonstrate to candidates that your firm values people, communicates well and has a genuine interest in building long-term relationships.

Conclusion

The firms that will attract and retain the strongest talent in 2026 are the ones that understand the interview as a strategic moment. When candidates leave feeling respected, understood and genuinely excited about the opportunity ahead, you dramatically increase the likelihood of an accepted offer and set the foundations for a long and successful relationship.

If you would like support reviewing your interview process or strengthening your attraction strategy, we would be delighted to help.