3 Tips to Make Your Job Descriptions Stand Out

Part of hiring top talent involves creating an effective job description. Crafting an engaging, inclusive job description brings a range of highly qualified candidates into your pipeline. Combining details about the position, required skills, and competencies, and insight into company culture is key to presenting a role to job candidates.

Consider these three tips to create stand-out job descriptions.

Include Engaging Details

Craft up to four sentences about the major job functions, how the role contributes to company objectives, and why the position is important to both the business and society in general. Focus on how the role either helps make people’s lives better or solves existing business or social problems. Include invitational language such as “Join a creative team of… dedicated to…” to maximize interest. Sprinkle in keywords that candidates may be searching for. Avoid extreme language such as “best of the best” or “world-class.”

Emphasize Growth and Development

Use five to seven bullets to describe key job functions. Or, group two or three bullets under bigger categories, such as “technical skills” or “management skills.” Include the potential for advancement and how a candidate’s achievements can contribute to career progression. Show why candidates should be excited about your organization and the transformations taking place in your industry. Share what your business is doing within the industry, how technology makes it happen, and how working in the position can increase a candidate’s growth and development. For instance, “We anticipate growth beyond 25 percent this year.” Your objective is to attract goal- and action-oriented candidates who can move your organization forward.

Promote Company Culture

Ensure candidates will fit in and enjoy working with your team by emphasizing company culture. A candidate who’s a good culture fit typically will be more engaged and productive long-term than a candidate who isn’t a good fit. Highlight the benefits, bonuses, and perks your organization has to offer. This may include flexible schedules, remote work opportunities, or happy hour Fridays. Include photos, graphics, videos, and other multimedia in your job ads to attract diverse candidates.

Find Stand-Out Accounting & Finance Candidates

Making your job descriptions stand out encourages top talent to work with you. Gaining insight into how job responsibilities benefit the company and society encourages candidates to want to work for you. Focusing on growth and development, along with company culture fit, makes your organization a prime place for employment.

Turn to the experienced consultants at Casey Accounting & Finance Resources to find the talent you need when you need it. We provide innovative and creative solutions that exceed expectations to help achieve company goals and objectives. Get started with us today.

Are Your Job Descriptions Attracting the Right Accounting Talent? Let’s Review.

When was the last time you looked over your job descriptions? The best ones combine required skills and experience, company culture and other pertinent details. Ask yourself whether you have the right combination of the following elements to attract the right accounting talent.

Is the Job Title Clear?

Although unique titles such as “Financial Guru” may indicate a laid-back culture, they probably will not attract the type of professionals you are looking for. Because most candidates search for roles that match their skills and experience, using terms such as “guru” may cause your description to not show up or turn off candidates from applying. Instead, use industry-standard language that candidates search under to achieve more favorable results.

What Are the Duties?

You can determine the top five to seven requirements by interviewing employees and their supervisors, observing employees as they perform their work or referencing outside sources such as the U.S. Bureau of Labor Statistics Occupational Outlook Handbook. Make sure you focus on how those requirements promote growth and development within the company and how an employee’s achievements can contribute to career progression.

What Are the Relevant Details?

Be sure you mention whether the position is exempt or nonexempt, how much travel is required, what the work environment is like, and whether the employee may telecommute. Candidates need enough information to determine whether they may excel in a role and want to apply.

Did You Mention Company Culture?

Candidates need to know whether they agree with your mission, values and beliefs and will enjoy working for your organization. For instance, along with mentioning benefits, perks, and bonuses, share whether you have an on-site gym, free food, flexible schedules, remote work opportunities or other unique offerings. When possible, include photos, graphics, videos or other multimedia that shows a diverse range of employees in your company.

Did an Employee Review the Job Description?

The employee can clarify the duties and responsibilities. The supervisor can ensure the description contains accurate information about the skills and qualifications.

When Was the Job Description Reviewed?

Read the description over annually to accurately describe the job as it is being performed. Duties and responsibilities may change, along with the skills and experience required to fulfill them. The best time to update a job description is when requirements change.

Attract Top Accounting Talent With a Leading Chicago Recruitment Firm

Are you looking for top accounting professionals? Partner with the expert recruiters at Casey Accounting & Finance Resources!

chicago-accounting-staffing