Interactive Insights

Recruiting Bookkeeping, Accounting, and Auditing Clerks

A Deep Dive into Talent Sourcing and Recruitment Advertising Benchmarks

Bookkeeping, Accounting, And Auditing Clerks

A Bit About These Talented Professionals

Welcome to the world of bookkeeping, accounting, and auditing clerks, where analytical prowess meets financial wizardry. While overall employment is projected to decline 5% from 2021 to 2031 due to technological advancements, this is still a field with a wealth of opportunities. Around 195,000 openings are projected each year – attributable to occupational drain – offering a gateway for skilled professionals to showcase their financial acumen.

As software innovations automate routine tasks, bookkeeping, accounting, and auditing clerks are poised to embrace a more analytical and advisory role. Their expertise is invaluable as they focus on analyzing clients’ books and identifying potential areas for efficiency gains. Rather than merely entering data, they uncover insights and guide businesses towards financial success.

Although the landscape is evolving, the need for financial experts remains constant. The decline in employment presents a chance for bookkeeping, accounting, and auditing clerks to level up, becoming strategic advisors who shape financial decisions.

Are you ready to connect exceptional talent with analytical opportunities, at the optimal cost?

It’s time to let Joveo’s data do the talking!

0%
Year-on-year increase in CPC
0%
Year-on-year increase in median advertised salary
0%
Year-on-year decrease in unique postings

CPA App-lause or App-loss

As we know, CPAsCost per application (CPA) measures the cost incurred by an organization to receive one job application from a potential candidate. depend on CPCs. But there are a bunch of other factors, too! You can’t control everything (ex. market conditions), but you can work on shaping that ideal apply experience.

When reviewing your process, keep a few key factors in mind, including application quality, CPA, recruiter time and effort, employer brand, and candidate experience. While easy apply yields lower CPAs, recruiters may not obtain all the pertinent info they require, and apps from unqualified or unenthusiastic candidates can pile up. Conversely, a protracted application process can result in high applicant drop-off, subpar candidate experience, and a high CPA.

Recommendation: What info does your team need? Whether it’s easy apply, an optimized ATS apply, or a more complex process, ensure your recruitment strategy is data-informed.

Source: Joveo and Lightcast Research

CPC, Ya You Know Me!

Nationally, we are seeing an average CPCCost per click (CPC) is the cost incurred by an organization for each click on a job advertisement or recruitment campaign. of $0.77… but that’s not going to help you plan, is it? Idaho is the most cost-effective state for obtaining clicks, at $0.11. On the flip side of the spectrum, where clicks come at a premium, Rhode Island leads the way with a rate of $1.55.

Recommendation: Make sure you get the most bang for your buck! Leverage this data, understand seasonality and macro trends, and stay nimble. Track and compare performance across states and do a little A/B testing A/B testing refers to a randomized experimentation process. Two or more versions of a variable (job title, job description, etc.) are shown to different segments of users at the same time. The goal is to determine which version leaves the maximum impact and drives conversions. to optimize those CPCs and conversion rates.

Source: Joveo and Lightcast Research

Demand-Supply: The Golden Ratio

There’s a definite trend in these numbers – a slight, but steady increase. On average, the ratio of hires to postings hovers fairly close to 5.11 over the months. What does this mean, you ask? Well, five hires are made for every one posting.

Recommendation: If your ratio is less than 5.11, we strongly recommend an old fashioned recruitment marketing audit. That means reviewing job titles, descriptions, compensation, and benefits compared with your competition… and don’t forget reach, ad dollars, and return on ad spend per source!

Source: Joveo and Lightcast Research

Mind Your Demand-Supply Gap… by State

Wondering how aggressive your sourcing needs to be in a given state? Well, this chart will come in mighty handy, giving you helpful insight into demand-supply gaps, and indicating just how aggressive you need to be when it comes to talent sourcing or job advertising.

For example, if you’re looking to hire in West Virginia, South Dakota, or Maine, you shouldn’t have a problem. In fact, these three top our list of easiest to fill states when we take a look at demand and supply of bookkeeping, accounting, and auditing clerks. On the other end of the spectrum, filling your hiring funnel in Washington DC, Rhode Island, and Nevada is going to be a challenge, given the low supply and high demand!

Recommendation: If the color of your state is in the deep gold, you many want to consider jazzing up your job content, A/B testing titles, expanding across locationsGeographic optimizations expand the targeted location to include surrounding communities. This is an easy way to extend your reach and reduce CPAs by sourcing from less competitive markets., and spending considerably more on recruitment marketing and job advertising to attract more great-fit candidates.

Source: Joveo and Lightcast Research

Who Posts the Most?

The competition is pretty run o’ the mill when it comes to recruiting these folks, with an average posting intensity of 3:1 across the occupation, nationally. Top employers like Trinity Health, Hilton, and Sprouts Farmers Market distribute their jobs with the same intensity, while some other behemoths like Ledger And Co (10:1), Intuit (11:1), and Sodexo go a step further (14:1), beating the national occupational average. GXO Logistics tops them all with a posting intensity of 21:1!

Recommendation: Be sure to get your posts out to all the right job boards and on social. We may be a little biased, but one terrific way to automatically post jobs across the best-performing sites is to use programmatic job advertising – plus you can take advantage of job titleJob title expansion means leveraging alternative job titles, using commonly searched terms. These are published as new listings in addition to the original post. and geographic expansions.

Source: Joveo and Lightcast Research

Show Candidates the Money!

Interestingly, the national median salary and advertised median salaries over a 12-month period are nearly identical at approximately $46,000, as of December of 2023. We typically see advertised and actual salaries so close when the demand-supply gap is lower within an occupation. Employers advertising salaries higher than this will defo have a competitive advantage when it comes to sourcing!

Recommendation: If you offer a great salary, don’t forget to call it out in your job description, even if your state doesn’t enforce it legally. Currently, 57% of unique job postings for these folks include wage info. This will help you attract more candidates, lower CPCs, and fill your funnel faster.

Source: Joveo and Lightcast Research

An Eye on DE&I: How Do You Measure Up?

We know diversity is important! In fact, 67% of today’s candidates take a serious look at potential employers’ DE&I programs, and what they find influences their decision making. And, as we well know, the more diverse your workforce, the better your business outcomes!

Recommendation: Does your state make it into the top or bottom three? If you find you’re falling a bit short, have no fear! There are a plethora of great job boards out there to give your DE&I program the boost it needs.

Source: Joveo and Lightcast Research

Occupational Gain to Attract and Retain

By understanding what occupations these folks come from, you can tailor your job ad content and channels to reach those audiences, in addition to the standard talent supply in your location. For example, many bookkeeping, accounting, and auditing clerks come from previous professions like accounting and auditing and first-line office supervision.

Recommendation: Identify the right channels with a combination of keyword research, using a programmatic job advertising partner with publisher-level historical data and expertise. Now go get those great-fit candidates!

Source: Joveo and Lightcast Research

Curious about how your own talent sourcing and recruitment advertising efforts compare? Find out what it takes to be best-in-class and leave your competition in the dust.

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