The Key to Hiring Success: Writing Job Descriptions That Work

A well-crafted job description is more than just an HR formality - it’s the foundation of a successful recruitment process. When done correctly, a job description helps your recruiter pinpoint the right talent, ensuring you find a candidate who not only meets the technical skills but also aligns with your team and business culture.

We’ve spent years partnering with businesses to refine their hiring processes. The difference between a?vague, generic?job description and a?clear, well-defined?one?is a faster, smoother recruitment process with better candidate matches.

Why a Strong Job Description Matters

A well-thought-out job description sets the right expectations - for the hiring team, the recruiter, and the candidates. Without one, you risk:

• Unclear role expectations, leading to mismatched candidates
• Wasting time screening unsuitable applicants
• Longer hiring timelines due to constant role revisions
• High turnover, as new hires realise the role wasn’t what they expected

On the other hand, a detailed job description enables your recruiter to:

• Refine the candidate search based on real job requirements
• Present only the most qualified candidates
• Ensure alignment with your business needs and culture
• Speed up the hiring process

How to Write a Job Description That Works for You & Your Recruiter

Your job description should give your recruiter a clear picture of what you’re looking for, so they can source the right candidates quickly. Here’s what to include:

1. Be Clear with Your Job Title

The job title should reflect industry standards and be easy to understand. Avoid internal jargon or creative job names that might confuse potential candidates.

Example: “Payroll Officer” instead of “Payroll Rockstar”

2. Define the Purpose of the Role

Instead of listing endless tasks, focus on what success looks like in this role. What will the person be responsible for? What impact will they have on the business?

Example: "The Payroll Officer will manage end-to-end pay runs for 1,000 employees, ensuring accuracy, compliance, and stakeholder communication across the business."

3. Focus on Key Responsibilities, Not Just Tasks

Rather than listing every duty, highlight the three to five core responsibilities that define the role.

Example:

• Manage month-end payroll processing
• Ensure compliance with tax and superannuation regulations
• Improve payroll reporting and process efficiencies

4. Highlight Must-Have vs. Nice-to-Have Skills

Being too rigid with skills can limit your talent pool, while being too vague can invite unqualified applications. Clearly differentiate between must-have and preferred skills.

Example:

Must-have: CPA qualification, experience in financial reporting

Nice-to-have: Experience with SAP or ASX-listed companies

5. Share Insights on Your Company & Culture

Great candidates want to know what it’s like to work with you. Include details such as:

• Team structure (who they report to, who they collaborate with)
• Work environment (hybrid, remote, corporate, startup)
• Opportunities for growth & development

6. Provide a Salary Benchmark

We understand some businesses prefer to keep salary details confidential, but even a broad range helps us tailor the search effectively.

Example: $110K-$120K + Super (negotiable based on experience)

Let Accountancy Options Handle the Rest

Your job description is just the first step. Once you provide the details, we take care of the rest. Our team at Accountancy Options specialises in finding the best accounting, finance, and business support professionals, ensuring a seamless hiring process and a perfect fit for your business.

If you’re hiring and need expert recruitment support, get in touch today!

Contact us to find your next great hire.

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