Portland, Oregon

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New article from Accountemps

7 Things to Look for When Hiring a Payroll Specialist

Candidates for payroll specialist positions come with varying skills, expertise and work history. They also work in different roles, from entry-level payroll clerk to payroll administrator and payroll supervisor.

As a manager, you know you need operational support staff to process payroll, distribute paychecks, prepare statements and ensure governmental compliance. But as you scroll through the job postings and resumes, you may wonder about the best practices for , the key interview questions to ask and what, specifically, you need to look for when you’re filling these roles.

What are the key attributes of a payroll specialist?

Education and experience may be clearly defined, but what about other qualifications? Here are seven key features to look for when hiring a payroll specialist.

1. Payroll certifications

The American Payroll Association (APA) offers : the Fundamental Payroll Certification (FPC) and the Certified Payroll Professional (CPP). The FPC is for entry-level staff, and the coursework for this certification gives a thorough introduction to this field. FPC holders are ideal candidates as payroll clerks or other mid- to entry-level positions.

For managerial positions and more complex payroll roles, look for candidates with a CPP. This advanced certification requires previous experience in the field and in-depth knowledge of core concepts such as employment taxes, employee benefits and the Fair Labor Standards Act (FLSA). CPP holders have also demonstrated their knowledge of paycheck calculations, payroll systems and payroll administration.

2. Payroll software experience

Most payroll platforms are complex. There can be quite a bit of variation from one system to another, and those skills aren’t always transferable. For example, a person with extensive experience in ADP Workforce Now may not be comfortable with Kronos.

In an ideal world, it’s better to seek candidates with direct experience in your department’s particular software rather than those who might need in-depth training to get up to speed. But because hiring in this field is highly competitive, it pays to consider candidates who haven’t worked with your company’s particular platform but show an aptitude for learning new software.

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