Often overlooked, job descriptions play an important role in attracting the right candidates. A mediocre job description will send the wrong message and attract the wrong candidate. We work closely with our member firms to help them enhance their recruiting efforts. Here are a few best practices that work well.
- Craft an Appealing Opening
A job description is ultimately a sales pitch; it should be written to catch your prospective candidate’s attention. To attract an individual and keep them reading, rethink your opening. Most firms begin their job description with something like:
ABC & Company, a highly-regarded accounting and business advisory firm, has an immediate opening for an ambitious POSITION to become part of their growing team. This is an exciting opportunity for an experienced professional who is looking to…
Instead of focusing on your firm, focus on the candidate. Speak to something that is relevant to their interests and tell them exactly what you are looking for in your ideal candidate. Here’s an example of a more appealing opening:
Do you want to be part of a team that is invested in your success with unlimited growth potential? Do you consider yourself motivated and career driven? Do you have the maturity and insight to work directly with business owners? At ABC & Company, you will have direct interaction with our clients to assist them with their accounting needs, including tax return preparation, accounting support and depreciation updates.
The above description focuses on what your potential candidate will get out of their tenure at your firm, while articulating that the firm is looking for ambitious, motivated self-starters.
- Set Clear Expectations and Requirements
Now that you have captured their attention be very clear about your expectations and requirements for the position. Word choice matters. For example, if you are hiring a business developer that will be responsible for teeing up opportunities rather than closing business, avoid listing anything that may lead them to believe they are responsible for closing business. Listing inaccurate criteria can scare away quality candidates.
- List Your Differentiators
Include a section in your job description that lists the perks and benefits beyond the typical health, dental, vision and 401k plans. What makes your firm different? Do you have a casual dress code? Virtual office opportunities or flexible hours? Unlimited PTO? Delicious coffee and snacks? Whatever it may be – list it! Don’t underestimate the role your culture plays in attracting talent.
- Post Strategically.
Once your job description has been revamped, it’s time to re-evaluate where you will post. Choosing the right platform depends heavily on the position. If you are filling an administrative role, LinkedIn and ZipRecruiter are great options. If you are filling an accounting role, we suggest posting to Accounting Fly or Bamboo HR.
It’s time to think differently about how your firm will attract talent, and that means embracing new recruiting strategies and leveraging new pools of talent. If you’re struggling to write for the right candidates, call us today – we can help you fill your open positions!