“The best accountants are not just number crunchers – they are storytellers.”
And that is why you must choose an accountant for your firm wisely. The global talent crunch is a known, ongoing, and a pressing issue. One of the key reasons is the decline in the new generation of accountants. According to an AICPA report:
- In the academic year 2021-22, there was a 7.8% decline in the number of students who earned a Bachelors Degree than the previous year
- There was also a decline in the number of students completing Master’s degree by 6.4%
Hiring an accountant isn’t the way it used to be. As a leader or a firm owner, you can no longer just post a job and have resumes flow in. As a firm owner, you are compelled to compete in a market with a low talent base.
Blake Oliver, CPA, in one of his posts mentioned that even the top 10 accounting firms struggle to recruit accountants and auditors in the US. This is one of the reasons why BDO USA has committed to double the international workforce to 5000 in the next few years.
That is why it is important to write a clear, compelling, accounting job description. This is your first virtual meeting with your potential hire. Asking questions like, “why we should hire you” doesn’t cut it anymore. So how do you craft a job description that speaks to top talent and gets the right candidates?
Let us delve deeper.
Why is your job description not working?
Let us address the elephant in the room first. You are looking for a new job description template in either of two cases – you are just introducing the role or your current job description doesn’t get you the candidates you are looking for.
The main reason is that most job descriptions tend to go overboard with buzzwords or they lack clarity. Candidates might not get answers to key questions, such as:
- What is my role actually?
- Is this a junior or senior position?
- What is the culture of the firm?
- What is the expectation from this role?
- How will the firm support me?
When the JD lacks answers to these basic questions, great candidates, and the right fit – they move on.
Here’s what differentiates a good JD from a bad JD:
| Aspect | Good JD with example | Bad JD with example |
| Role clarity | Clearly explains the role, with no room for confusion For example: You’ll be responsible for managing monthly close processes, preparing financial statements, and reconciling accounts across multiple entities. |
Vague or generic role that might mislead the candidates For example: Looking for someone to handle financial work and help with reports. |
| Skills and experience | Lists specific qualifications and experience required For example: 3+ years in bookkeeping or accounting; Proficient in QuickBooks Online; Experience working with U.S. GAAP preferred. |
Uses non-specific terms
For example: Should be experienced and good with accounting software. |
| Tone & language | Professional yet engaging tone that reflects company culture For example: We’re a growth-driven firm that values precision and curiosity. If you love clean books and creative problem-solving, we’d love to meet you! |
Overly formal, lacking a personality
For example: You must complete all tasks assigned and comply with company policies. |
| Overview | Includes mission, vision, and values For example: Finsmart Accounting helps accounting firms scale faster with remote accounting teams. We’re a globally distributed team, committed to transparency and continuous learning. |
Might be completely formal, lacking personality or appeal
For example: We are a company in the finance sector, looking to expand our team. |
| Application process | Clearly outlines next step, point of contact and timelines For example: Apply by submitting your resume and cover letter via [Company Careers Page]. Shortlisted candidates will be contacted within 5 business days |
No information on how to apply or what to expect after the submission
For example: end your resume. We will contact you. |
| Formatting & readability | Well-structures headers, bullet points, and easy-to-scan sections | Cluttered paragraphs, poor formatting, and hard to read quickly on job boards |
How to write a JD that appeals to your potential hires?
Accounting roles are generally niche and specialized in nature. To hire the right professional, you need to provide answers that the candidates are looking for:
-
Start with a Clear Position Overview
To avoid wasting your time scanning through irrelevant profiles and of candidates who later figure that the role isn’t meant for them, have a clear overview that states the purpose of the role and why it matters to the firm. For example,
- Define the Seniority & Experience Level
Are you looking for a fresher candidate or do you need someone who brings years of expertise to the table? Have clarity on the seniority and have it included in your JD. Be specific about who you are hiring and what you expect out of them.
- Are you hiring someone with 2 years’ experience or 10?
- Will they work independently or under a manager?
Clarity ensures better alignment from day one.
-
List Key Responsibilities (Not Just Buzzwords)
Experienced candidates, especially, do not prefer to apply for firms that have vague terms in their job descriptions. Instead of using terms like “financial support” or “accounting tasks”, use action verbs and daily duties. This helps candidates self-qualify—and gets you better-aligned applicants.
-
Be Clear About Required Skills & Certifications
No matter what position you are hiring for, it is important to lay out clearly what are the skills you are looking for. Even if you don’t want to segregate them, make sure to include what are the mandatory requirements and what are good to have.
-
Share Compensation (If You Can)
Your candidates want to know what you will pay them. No matter what anyone says, this is one of the primary things that people look for. Transparency in pay also attracts trust. If you’re not comfortable listing a salary range, at least share something about the compensation philosophy—like growth incentives, benefits, or learning budgets. This helps ensure that the candidates are well-aligned with the goals, vision and offerings of the firm.
-
Showcase Your Company Culture
When inviting a team member to join your firm, you are not just hiring for a role, you are inviting someone into your team. So in your JD, it is important to include what makes your firm unique, what should be their motivation to join you and so on.
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Clarify the Application Process
One of the major things that candidates hate when applying for a role is not knowing what to expect next. Mention the next steps, set timelines, interview rounds, or whom they will be hearing from. This gives them peace of mind and doesn’t leave them hang with anxiety.
Pro Tip: Use a Template to Save Time
Writing a job description from scratch every time? Not anymore.
We’ve created a downloadable Accounting Job Description Template Pack that includes ready-to-use descriptions for:
- Bookkeeper
- Senior Accountant – for different levels
- Junior Bookkeeper
You can customize them based on your firm’s needs and post them instantly.
What Happens After You Find the Right Job Description?
Writing the perfect job description is only step one. Finding the right talent is step two—and that’s where most firms get stuck.
That’s where Finsmart comes in.
We help accounting firms hire full-time, remote, pre-vetted talent from India who are trained, English-speaking, and aligned with international standards.
If you’re still shortlisting candidates weeks after posting, it might be time to try a different approach.
Partnering with Finsmart makes sure that your accounting processes are seamless from Day 1. To get started, we follow the following onboarding steps:
- Gather all details of the accounting firm – client name, address, partners, employees, point of contact, scope of work and other basic details.
- Together we set up the tech – Accounting Software, Internal Communications platform, time tracking, Document Management, task Management, Invoice Processing, Month Closing, Password Protection, and data security
- Deep dive into the accounting processes to understand what both parties expect
- Set the accounting offshoring workflow with our 14-step guide
Ready to get started? Book a discovery call:
Book a free discovery call to explore your options.
A strong accounting job description does more than list tasks. It reflects your firm’s clarity, values, and vision. When done right, it saves time, attracts aligned candidates, and sets your team up for long-term success.
Be smart. Be Finsmart.
DOWNLOAD YOUR FREE JOB DESCRIPTION PACKAGE TODAY!
Maanoj is Co-founder & Director of Growth Strategy & Alliance at Finsmart Accounting. He is an Outsourcing Expert, a People Champion, and a Dynamic Leader with strong Business Strategy and Scaling-up experience. He has incubated businesses, sold & exited ventures; helped build strong enterprises in very diversified verticals like Fintech, HR & Consulting spaces in various CXO capacities over the last 20 years.
