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The job description is the first filter in your hiring process. Yet many employers still treat it as an administrative task: a list of duties, a few requirements, and a company overview added almost as an afterthought.
Unfortunately, that approach can cost businesses time, money, and access to high-quality finance and accountancy talent.
A well-written job description should achieve two things simultaneously. It should attract the candidates you want to hire while encouraging unsuitable applicants to self-select out before they submit an application.
Most job descriptions fail at both.
The good news is that the evidence is clear, and there are practical steps employers can take to improve hiring outcomes before the first CV arrives.
What You’ll Learn in This Article
Why many finance and accountancy job descriptions fail as effective screening tools.
Seven practical principles for writing job descriptions that attract stronger candidates.
Why transparency around salary, expectations, and company culture improves applicant quality.
How the language used in your advert influences which candidates feel encouraged to apply.
The Numbers Behind the Problem
According to research conducted by Indeed, based on a survey of 250 employers and more than 2,000 job seekers, 65% of employers had to revise a job description after posting it during the previous year.
The reasons were revealing:
42% revised the advert because they received too many unqualified applicants.
25% revised it because none of the applicants were suitably qualified.
21% revised it because they weren’t receiving enough applications.
Whether you’re attracting too many candidates, too few candidates, or simply the wrong candidates, the underlying issue is often the same: the job description isn’t functioning as an effective filter.
Candidates tell a similar story.
More than half of job seekers say the quality of a job description, including spelling, grammar, formatting, and clarity, strongly influences their decision to apply. Most candidates spend only three to five minutes reviewing a vacancy before deciding whether to proceed.
In today’s competitive finance and accountancy recruitment market, those few minutes matter.
The Seven Principles of a Finance & Accountancy Job Description That Works
The strongest job descriptions share a common structure. They create clarity, communicate expectations, and give candidates enough information to decide whether the role is genuinely right for them.
1. Use a Recognisable Job Title
Many finance professionals search for opportunities using specific job titles.
If your vacancy is advertised as a “Finance Rockstar” or “Numbers Ninja”, there’s a good chance the right candidates will never find it.
Instead, use job titles that candidates actively search for, such as:
Accounts Assistant
Assistant Accountant
Management Accountant
Finance Business Partner
Finance Manager
Financial Controller
Finance Director
Chief Financial Officer (CFO)
If your internal title differs from industry terminology, use the market-recognised title in your advert.
The easier your vacancy is to find, the stronger your candidate pool is likely to be.
2. Start With Purpose, Not a List of Tasks
Many job descriptions begin with a lengthy list of responsibilities.
A more effective approach is to start with a short overview explaining:
Why the role exists.
What the successful candidate will achieve.
How the position contributes to wider business objectives.
Candidates scan job adverts quickly. A purpose-led introduction helps them immediately understand whether the opportunity aligns with their experience and career goals.
It also reduces speculative applications from individuals who are applying without fully understanding the role.
3. Separate Essential Requirements From Desirable Skills
One of the most common mistakes employers make is treating every requirement as mandatory.
This creates two problems.
Firstly, unsuitable candidates may apply regardless.
Secondly, highly capable professionals may decide not to apply because they assume they don’t meet every criterion listed.
To avoid this, clearly separate your requirements into two categories.
Essential Requirements
ACA, ACCA or CIMA qualification.
Previous management accounting experience.
Strong Excel and financial analysis skills.
Experience preparing monthly management accounts.
Desirable Skills
Experience using SAP, Oracle or NetSuite.
Previous team leadership experience.
Industry-specific sector knowledge.
Exposure to acquisitions, integrations or system implementations.
This simple distinction can significantly improve the quality and relevance of applications.
4. Be Transparent About Salary
Salary remains one of the most important considerations for job seekers.
Candidates are increasingly reluctant to enter a recruitment process without knowing whether the remuneration aligns with their expectations.
Including a salary range can:
Increase application rates.
Improve candidate quality.
Reduce unnecessary screening conversations.
Avoid late-stage withdrawals.
Transparency benefits both employers and candidates.
When expectations are aligned from the outset, the recruitment process becomes significantly more efficient.
5. Be Honest About Deal-Breakers
Every finance and accountancy role contains elements that won’t suit everyone.
Examples might include:
Office-based working requirements.
Regular travel between locations.
Month-end and year-end workload pressures.
Leadership responsibilities.
Regulatory and compliance obligations.
Tight reporting deadlines.
The job description is the ideal place to communicate these realities.
Being upfront isn’t discouraging.
It’s practical.
Candidates who understand the realities of the role before applying are far more likely to remain engaged throughout the recruitment process and beyond.
6. Showcase Culture, Flexibility and Benefits
Today’s finance professionals are evaluating more than salary and responsibilities.
They’re also considering:
Flexible working options.
Career progression opportunities.
Learning and development support.
Leadership style.
Company values.
Employee wellbeing initiatives.
Research consistently shows that candidates want to understand what it’s actually like to work within an organisation before deciding to apply.
Provide an honest picture of your culture and benefits package.
Authenticity creates better hiring outcomes than overselling an opportunity that doesn’t match reality.
7. Audit Your Language for Bias
The language used in job descriptions can have a measurable impact on the diversity and quality of your applicant pool.
Research suggests that certain words and phrases can unintentionally discourage qualified candidates from applying.
Before publishing your vacancy, review the wording carefully.
Ask yourself:
Is the language inclusive?
Are there unnecessary barriers?
Could any requirements be interpreted as exclusionary?
Does the advert encourage applications from all suitably qualified candidates?
Small wording changes can significantly widen your talent pool while maintaining hiring standards.
What This Means for Your Next Finance & Accountancy Hire
An effective job description doesn’t require a large budget or complicated recruitment technology.
It requires clarity.
When employers clearly communicate:
The purpose of the role.
Essential requirements.
Salary expectations.
Working arrangements.
Company culture.
Career opportunities.
The entire recruitment process becomes more effective.
You’ll spend less time reviewing unsuitable applications, improve interview conversion rates, reduce hiring delays, and increase the likelihood of securing the right candidate.
The job description is often the first hiring decision you make.
Getting it right before the search begins can save significant time, reduce recruitment costs, and improve the quality of every conversation that follows.
Need Help Hiring Finance & Accountancy Talent?
At RD Financial Recruitment, we specialise in helping businesses across the UK attract, assess, and secure high-quality finance and accountancy professionals.
Whether you’re recruiting an Accounts Assistant, Management Accountant, Finance Business Partner, Financial Controller, Finance Director, or CFO, we provide expert support throughout the entire hiring process.
From refining the initial brief and crafting effective job descriptions to candidate sourcing, interview management, and offer negotiation, our consultative approach helps businesses make better hiring decisions and secure the talent they need to grow.
If you’re planning your next finance or accountancy hire and would like to discuss your requirements with a specialist recruiter, we’d be happy to help.
Call RD Financial Recruitment on 01753 621902 to discuss your hiring needs, or visit www.rdfr.co.uk to learn more about our finance and accountancy recruitment services.
Our team is always happy to offer advice on job descriptions, salary benchmarking, recruitment strategy, and current market conditions.
