How small and midsize businesses can attract top accounting professionals in a digital world

Article

By Brandi Britton, Global Executive Director, Contract Finance and Accounting, Robert Half

Small and midsize businesses (SMBs) can sometimes feel outmatched when trying to hire accounting professionals. They’re often competing directly for the same talent with larger employers, which typically have stronger brand recognition, broader compensation structures and more extensive recruiting resources. But smaller firms have much to offer top candidates, too, including varied responsibilities, schedule flexibility, career growth opportunities and a close-knit team culture.

The challenge for small and midsize businesses is making those strengths visible to in-demand professionals from the start. Using well-written accounting job descriptions can help by providing candidates with an immediate understanding of not just what a role entails, but why the opportunity is worth considering. That said, the ongoing shortage of accountants and growing need for accounting professionals with digital skills makes the job description an even more important tool for any business that wants to attract the best available talent.

Competition for accounting professionals is likely to intensify for organizations of all sizes in the months ahead. According to Robert Half’s latest Demand for Skilled Talent report, only 6% of finance and accounting leaders believe they have the capabilities needed to accomplish priority projects this year. Leaders cite AI literacy, automation tools, and data analytics among the areas where skills gaps are most evident. More than half (56%) of leaders plan to increase permanent headcount in the first half of 2026, while 61% say it’s more challenging to find skilled professionals now than a year ago.

Small and midsize businesses that use accounting job descriptions strategically will be more effective at attracting the attention of skilled talent. Just as important, they can communicate to candidates why joining their organization can open the door to opportunities they might not have access to in a larger enterprise. These descriptions can provide a powerful edge to SMBs looking for ways to stand out.

How small and midsize businesses can attract top accounting professionals in a digital world

Where small and midsize businesses have an advantage
What skills should accounting job descriptions highlight in a digital world?
How to write accounting job descriptions that can attract skilled candidates
Sample accounting job description for a small or midsize business
Checklist: Are your accounting job descriptions doing enough?

Where small and midsize businesses have an advantage

Many accounting professionals are drawn to roles that offer variety, visibility and room to grow, all of which small and midsize businesses are often well-positioned to provide.

In many SMBs, accounting roles involve exposure to multiple areas of the business. Professionals may contribute to the month‑end close, reconciliations, reporting, budgeting, cash‑flow visibility, systems improvements and cross‑functional projects rather than working within a narrowly defined function. These roles also often blend traditional accounting with financial analysis—exposure you typically can’t get in larger, more specialized environments. This broad spectrum of work can be especially appealing to candidates who want to expand their skills, gain a deeper understanding of how the business operates and build experience that extends beyond traditional accounting tasks.

Professionals may also build skills with new systems and digital tools more quickly in an SMB environment—not because the organization is investing in a long list of platforms, but because employees are less siloed and more directly involved in process changes. When a system upgrade or implementation does happen, they’re often part of the hands‑on work that shapes how those processes take form. They also tend to have closer access to leadership, with a clearer view of how their work supports business decisions, operational planning and performance management. For candidates seeking both growth and practical, modern finance experience, those opportunities can be meaningful differentiators.

See data on small business recruitment plans for 2026.

What skills should accounting job descriptions highlight in a digital world?

Accounting job descriptions should reflect more than traditional technical requirements. Core accounting knowledge still matters, but many employers also need professionals who are comfortable working with modern systems, evolving workflows and technology-enabled processes. This is true whether the business is a large enterprise or a small but fast-growing CPA firm.

While details in accounting job descriptions will vary based on the nature of the role, descriptions should highlight a mix of technical, digital and interpersonal strengths, such as:

Experience with accounting software, ERP platforms or other finance systems

Strong spreadsheet skills and comfort working with data

Financial analysis, reporting and internal controls knowledge

Ability to support process improvements and workflow efficiency

Adaptability and willingness to learn new tools and systems

Clear communication and cross-functional collaboration

Sound judgment and attention to detail

Naming the tools or platforms the accounting professional can expect to use in their day-to-day work can also be helpful. Robert Half research for the Demand for Skilled Talent report found many finance and accounting leaders seek candidates with proficiency in areas such as Microsoft D365, Oracle NetSuite, Microsoft Power BI, QuickBooks. SAP, SQL, Workday or Python skills are also preferred for some roles.

Mentioning preferred soft skills in accounting job descriptions is also important. As AI and automation become more embedded in finance and accounting work, employers still need people who can think critically, communicate clearly and apply judgment rather than simply accept system outputs at face value. Research from Robert Half points to capabilities such as problem solving and adaptability as increasingly important skills for finance and accounting professionals working with AI.

How to write accounting job descriptions that can attract skilled candidates

The best job descriptions help candidates understand what the role involves, why it’s important to the business and what makes the opportunity worth competing for. For small and midsize businesses, a few practical choices can make a posting more appealing to skilled candidates.

1. Start with a clear, accurate job title

Using a precise title, such as senior accountant or bookkeeper, helps candidates quickly determine whether the role aligns with their experience and career goals.

2. Use the opening to sell the opportunity

Highlight what makes the position and work environment attractive, including details about growth potential, schedule flexibility and team culture.

3. Be specific—and realistic—about what’s required

Outline responsibilities in plain language and focus on the work that matters most. Separate essential qualifications from preferred ones so the posting doesn’t deter high-potential candidates from applying.

4. Show how the role fits into the modern, digital workplace

Mention the systems, tools and workflows involved in the job. And if the role includes reporting, process improvement, automation support or modernization work, say so.

5. Reflect your mission, values and employer brand

Provide insight into how the accounting team supports the business and its purpose, how the role contributes to company objectives, and what candidates can expect from the team culture.

See these 7 strategies for creating a magnetic employer brand.

6. Include the full value proposition

Don’t just list the salary range for the job. Accounting job descriptions should reflect the total compensation on offer, including flexibility, paid time off, professional development support, retirement benefits and other perks that shape the employee experience.

Note: It’s important to include a clear compensation range in the job description. It helps attract skilled candidates, build trust from the start and reduce drop-off from accounting professionals seeking that detail before they consider applying.

Sample accounting job description for a small or midsize business

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Here’s an example of an accounting job description that an SMB might use as a framework when preparing to advertise a staff accountant job opportunity.

Staff accountant

We are a growing [small or midsize] business seeking a staff accountant to support daily accounting operations, maintain accurate financial records and contribute to timely reporting and close activities. This role is ideal for an accounting professional who values detail, collaboration and the opportunity to build strong technical skills while gaining broad exposure to the business. You’ll join a close-knit team where your work is visible, your ideas can help improve processes and your growth is supported.

Key responsibilities

Prepare journal entries and reconcile general ledger accounts to support accurate financial reporting

Assist with month-end and year-end close activities, including accruals and adjustments

Support internal reporting and help maintain financial records in accordance with company policies and reporting requirements

Collaborate across the business to gather financial data, resolve discrepancies and identify process improvement opportunities

Required qualifications

Relevant accounting experience in public accounting, corporate accounting or another professional setting

Proficiency in Excel and experience with accounting software

Strong analytical, organizational and communication skills

Ability to adapt to new systems, tools and workflows

Preferred qualifications

Bachelor’s degree in accounting or a related field

Why join us

Extensive exposure to accounting operations and business processes

Opportunity to grow skills in reporting, systems and process improvement

Supportive team culture with direct access to leadership

Flexible work options and competitive compensation, along with professional development support such as training, mentorship or certification assistance

Consult Robert Half’s latest Salary Guide for finance and accounting salaries and job descriptions.

Checklist: Are your accounting job descriptions doing enough?

A job description is one of the first and most important impressions an accounting professional has of a potential employer. A vague, generic or uninspired posting can weaken interest early, especially among skilled candidates. A well-crafted one can do the opposite, showing that the company has thoughtfully defined the role, supports employee growth and well-being, and provides a modern work experience.

Before publishing an accounting job description, hiring teams at SMBs should consider these questions:

Does the job title clearly match the role?

Does the opening explain why the opportunity is appealing?

Are the responsibilities specific, realistic and easy to understand?

Have required qualifications been separated from preferred ones?

Does the posting reflect the digital tools or systems involved in the work?

Does it mention opportunities for professional growth or advancement?

Does it reflect team culture, mission, values and meaningful benefits?

As accounting work continues to evolve in a digital world, job descriptions need to evolve, too—giving candidates a clearer view of the role, what salary, perks and benefits are on offer, the tools they’ll likely use on the job, the type of work environment they can expect to experience, and the opportunities available for career growth and advancement.

Need help hiring accounting professionals?

Find out more

Whether your small or midsize business needs to hire permanent staff or contract talent, Robert Half’s specialized recruiters can help you find accounting professionals with the industry-specific knowledge, experience and skills needed to succeed in today’s digital workplace.

Follow Brandi Britton on LinkedIn.

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