The Hiring Series, Part 1: Crafting the Perfect Job Description

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Attracting a motivated, capable employee starts with developing a thorough job description.

A job description needs to include several pieces of information that are essential to drawing in the right talent. By reading your job description, the potential candidate should be able to learn about the company, the role’s expectations, and the salary range. Make sure to personalize the description to you and your practice, as this will assist in driving more qualified candidates to apply for the position.

There are five primary roles administrative professionals typically apply for in an advisor’s practice: Director of First Impressions, New Client Specialist, Existing Client Specialist, Appointment Setter, and Marketing Director. Even if you are hiring your first employee and need them to do everything, a job description is essential in helping the new employee know exactly what “everything” means.

When developing a job description, ask yourself the following questions:

  1. What tasks are you currently executing that a new employee could easily take over? These responsibilities must go on the job description as requirements of the role.
  2. What administrative parts of your day-to-day job do you least like to do? Usually, we feel dread performing these duties because we are more equipped to perform a number of other tasks.
  3. What tasks could you reassign to someone else that would give you more time at the conference table?
  4. In general, what is on your wish list for your practice that you can’t accomplish on your own?

Once you have the answers to these questions, you can craft a well-thought-out job description that attracts the right candidates for the position.

We recommend that you include basic information about the job, such as title, full time or part time, experience required, as well as task level position, responsibilities, and qualifications. In terms of salary, most companies like to put “negotiable based on experience” instead of a salary range, which can be good, but it could attract candidates that have salary requirements far beyond what you are looking to pay.

Impact has developed standard job descriptions for the roles mentioned above. Contact us today for more information.

Was this article helpful? Stay tuned for more posts in our hiring series, including reviewing a resume, interviewing candidates, and making a job offer.

For insurance professional use only. Not for distribution to members of the public.
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Stephen Odom, CEO of The Impact Partnership


Chief Executive Officer

Stephen started in the insurance marketing business in 2001 as a new business consultant. In 2002 he was promoted to Director of Sales and built a 200 million book of business from scratch. By 2005, he was one of the top wholesalers in the country, working with some of the top financial advisors and insurance agents across the USA. In 2008, Stephen was promoted to Co-President of one of the largest IMOs in the country.

In 2011, Stephen continued his entrepreneurship path and co-founded The Impact Partnership, an INC 5000 company. Stephen is responsible for the strategic vision of Impact and is laser-focused on creating a culture of growth for both internal teammates and our amazing customers.

Stephen lives in Kennesaw, GA, with his wife of more than 20 years, Kendra. They are blessed with three beautiful children Katie, Tyler, Anna Brooke, and Laya, their German Shepherd and Luna, their BernieDoodle.