COACHES CORNER

The Formula for a Winning Job Listing

By Alex Hopkin, CFP®

A well-structured job listing is the key to attracting the right candidate pool for your next hire. It can mean the difference between dozens of highly qualified applicants or struggling to get any applicants at all. After reviewing hundreds of job descriptions, there are some key elements that make a job listing stand out and it’s more than just compensation. Here are five must-haves for a winning job listing.  

1. Match the Tone to Your Firm’s Culture

When searching for a job, candidates look for more than just a job title—they are looking for job descriptions they connect with. Beyond looking for matches in qualifications and compensation, applicants are looking for an environment they will thrive in. 

One way they find this connection is through the tone of the job description itself. Whether you consider your firm to be formal, energetic, or relaxed, this should come across in your job description. When the tone of your job description matches the workplace environment, it allows candidates to self-select based on whether they can see themselves there—and this can lead to a better long-term fit. You want an applicant who not only gets the job done but also has overall good compatibility with the whole team. 

2. Detail Responsibilities

Detail what responsibilities are expected of this role. One of the most confusing parts of job seeking in the financial planning industry is there are so many different job titles that mean the same thing but also many job titles that mean very different things from firm to firm. 

Listing out the responsibilities in a clear, bullet-point format ensures applicants are applying to the jobs that match both their interests and experience. What are the day-to-day tasks this new hire can expect? 

3. Separate Required and Desired Qualifications

Your qualifications section should be separated into two categories: required versus desired. List out your non-negotiables so candidates know the must-have skills, but avoid overloading your job description with too many qualifications that might scare away otherwise stellar candidates. Here is an example of how to separate the two categories:

Required Qualifications:

Bonus Points:

Having too many required qualifications can narrow your candidate pool significantly and make your search more burdensome.

4. Include Compensation and Benefits

In this section, you will need to clearly detail the nature of the position. Will this be a full-time or part-time position? How many hours per week? Or will it be variable? Is this a W-2 employee position or a 1099 contractor position? Are you looking for a long-term hire or a temporary hire? Is there a defined career track for this position? What is the salary range or hourly rate?

Compensation transparency is not only legally required in several states but is also an important element when trying to find your next hire. Listing a salary range on your job description is another way for candidates to self-select a position that matches their interests and qualifications. You don’t want to go through the whole interview process only to find out you are in a misalignment of expectations regarding compensation. 

Additional benefits should also be listed in this section. Depending on what your firm offers, you could include bonus structures, retirement plans, health insurance, continuing education/conference stipends, etc. You can also include any non-monetary benefits in this section, like mentorship, PTO days, or flexible office hours/workdays, to name a few.

5. Provide Next Steps

Finally, include the next steps a candidate should take. What is the preferred method you would like them to apply? Would you like them to include a cover letter? Are there any specific questions you would like them to answer within their cover letter?

Keep in mind the application process can be used as the first screening mechanism for your candidate pool. How well did they read the job description and follow the instructions? Professionalism and attention to detail become apparent early in the process and can help you narrow your candidate pool so you interview the very best matches.

Also include how long the application period will be open and when they can expect to hear back from you. Providing this information helps set expectations upfront and will alleviate unnecessary messages to your inbox. 

Your time is valuable and should be treated as such. With a well-thought-out and structured job listing, you will be able to spend more time screening and interviewing highly qualified candidates as opposed to interviewing numerous candidates simply applying for more information. Happy hiring!

Alex Hopkin, CFP®, is the founder of Simply Paraplanner, a job board website and recruiting platform specializing in virtual positions in the financial planning industry since 2015. Contact her at Alex@simplyparaplanner.com. 

image credit:  nelyninnell