Robert half job descriptions

Robert half job descriptions DEFAULT

Executive Assistant job


Executive Assistant




Robert Half is seeking an Executive Assistant II who will provide analytical and specialized administrative support to relieve executive and/or managers of complex details and advanced administrative duties. Executes special or continuous research and data analysis tasks. Analyzes problems, determines approach, compiles and analyzes data, and prepares reports/recommendations. Coordinates activities between departments and outside parties. Contacts company personnel at all organizational levels to gather information and prepare reports. Work is generally of a critical or confidential nature.

Specific Responsibilities

  • Liaise with HR and Accounting Departments to ensure proper coding and research of outstanding items, such as invoices, expense reports, accruals and budget reports, employee documents and HR forms.

  • Reviewing and interpreting Accounts Payable and HR reports to ensure appropriate allocation and processing of submitted items.

  • Provide recommendations for additional forms and/or reclassifications of department charges.

  • Analyze and verify various reports: expense reports, performance reviews, various budget reports (all highly confidential) as needed.

  • Create summaries and custom reports as needed using mainly excel.

  • Answer and screen incoming calls, requests, email and correspondence; direct individuals as needed and respond appropriately.

  • Manage calendar. Plan and organize travel and hotel arrangements, prepare itineraries; schedule regular and ad hoc teleconferences and appointments, coordinate department event arrangements, including restaurant and catering for conferences, department meetings, outings and training.

  • Plan and prepare meetings and presentation materials for meetings in a timely manner. Assist with departmental event meetings as needed.

  • Prepare/set up new or existing office space within the department, including coordinating with the Facilities and Technical Support departments for Telecom needs, desk moves and new-hires in office or cube areas, and submitting appropriate forms for logins, file access, telephone, etc.

  • Assist with a variety of projects and business processes including performance reviews, job descriptions, compensation grids, mailings, preparing binders, internet research, etc.

  • Manage, track and prepare departmental payroll timesheets, check requests, CTO balance, spreadsheets, business cards, New Hire Forms (i.e. Log-in, access, phone), and other pertinent HR information within the department in accordance with RHI policies and procedures. Process and track various documents for management approval.

  • Plan and organize teleconferences and maintain schedules. Oversee the department calendar, which is used by all team members, and schedule meetings, including maintaining telephone and e-mail distribution lists.

  • Ensure all printers and fax machines are working properly and supplies are available to the department, interfacing with appropriate departments and vendors as needed to fulfill requests.

  • Also ensure, through subordinate Executive Assistant, overall business unit is following all company policies and procedures.


  • Associate degree required, Bachelor’s degree preferred.

  • 5+ years’ Administrative experience. Experience of office management preferred.

  • Intermediate knowledge of Microsoft Office products and database entry. Proficiency in Excel and Word is required.

  • Typing skills of 60 WPM minimum.

At Robert Half, there’s more to us than what we do. Learn about our values and what it’s like to work for the largest specialized staffing firm in the world at our San Ramon, California, Corporate Services office. Take a look at .

Follow us on Twitter @RHCorpJobs for Robert Half Corporate Services job openings and career and workplace news!

Robert Half International Inc. is an Equal Opportunity Employer. M/F/Disability/Veteran

As part of Robert Half’s Corporate Services facility employment process, any offer of employment is contingent upon successful completion of a background check.

Robert Half is committed to being an equal employment employer offering opportunities to all job seekers, including individuals with disabilities. If you believe you need a reasonable accommodation in order to search for a job opening or to apply for a position, please contact us by sending an email to [email protected] for assistance.

In your email please include the following:

  • The specific accommodation requested to complete the employment application.

  • The location(s) (city, state) to which you would like to apply.

To apply:

You may apply for this position by email or regular mail. Please send your cover letter and resume to:

By email:

[email protected]

By mail:

Corporate Staffing

Robert Half

2613 Camino Ramon

San Ramon, CA 94583-9128




Robert Half is the world’s first and largest specialized talent solutions firm that connects opportunities at great companies with highly skilled job seekers.

We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.

Named to Fortune ’s World’s Most Admired Companies and 100 Best Companies to Work For® lists and a Forbes Best Employer for Diversity, Robert Half is the parent company of Protiviti®, a global consulting firm that provides internal audit, risk, business and technology consulting solutions.

Explore our talent solutions, research and insights at

This job was posted on Sun Sep 05 2021 and expired on Mon Sep 06 2021.

Robert Half

Global human resource consulting firm based in Menlo Park, California

Robert Half, formally referred to as Robert Half International Inc., is a global human resource consulting firm based in Menlo Park, California founded in 1948.[6] It is a member of the S&P 500,[7] and is credited as being the world's first and largest accounting and finance staffing firm, with over 345 locations worldwide.[8]

Robert Half has a variety of divisions. The company operates through three segments: temporary and consultant staffing, permanent placement staffing, and risk consulting and internal audit services. Through its Accountemps, Robert Half Finance & Accounting, Robert Half Management Resources divisions, it provides temporary, full-time and project professionals in the fields of accounting and finance. Other divisions include Robert Half Technology, providing software, application, IT infrastructure and operations professionals, OfficeTeam, which specializes in administrative and customer service staffing, The Creative Group, that focuses on design, artistic, and creative talent, and Robert Half Legal that offer flexible and direct-hire staffing for legal professionals.[9] In 2002, Protiviti Inc. was founded as a subsidiary of Robert Half, which provides internal audit, financial, operations, technology, governance, and risk consulting services.[10][11]

Robert Half is listed by Fortune magazine as among the "World's Most Admired Companies" in the temporary-help industry for 21 years consecutively (as of 2019) since it first made the list in 1998.[12]



This section needs expansion with: information on the company's products, performance, leadership, and status, in particular, for years other than 1948 and 1986-2003. You can help by adding to it. (February 2017)

The company's founding was in 1948,[13] in New York City,[1][self-published source] with its original name being variously reported as being Robert Half Inc., Robert Half Finance & Accounting,[13] and Robert Half Personnel Agency.[1][self-published source] The founding, in any case, is reported to have been of two separate business entities, the Robert Half (RH) portion as "an employment agency for accountants," and the Accountemps portion "to supply accountants and other financial professionals… on a temporary basis."[13] Founder Robert Half had previously managed the hiring of accounting staff for a sizeable textile manufacturing concern, and saw an opportunity as no placement agency had been focusing on this sector of the market.[1][self-published source]

In the mid- to late-1980s, Robert Half (RH) altered its prior focus—which had been like that of the field in general—from relatively undifferentiated temporary clerical and light industry staffing, to providing temporary workers at higher skill levels via new "professional staffing divisions".[14][self-published source] Having grown to over 150 locations in the United States and launched an aggressive campaign to re-purchase many of the separate franchises, the firm went public in 1987, then expanded its operations into Europe in 1993.[13] In addition to their Accountemps brand, the firm expanded to include specialty groups focusing on technology, legal and creative services personnel.[13] Inroads into the legal sector began with the company's 1991 acquisition of "The Affiliates, a firm in Southern California that placed temporary and permanent paralegal, legal administrative, and other legal support personnel," with it being renamed as Robert Half Legal.[13]

Robert Half went on to establish itself as a key information provider for government agencies and others seeking statistics and trends regarding employment,[when?] with its market-specific salary guides being used as a resource by the U.S Department of Labor in the preparation of their own forecasts.[13]

In addition to their main staffing line of business, RH also provides independent risk consulting, internal audit and information technology consulting services via its Protiviti subsidiary, which was founded in 2002 with the acquisition of former employees of Arthur Andersen.[13][15] Since then, the group has grown from 700 to over 2,900 staff,[16][self-published source] and continues to be led by Andersen alumni.[citation needed]

In 2003, the company was finally able to buy back the last of the few remaining independent franchise operations.[13]

In 2006, RH (through subsidiary Protiviti Inc.) acquired the assets of PG Lewis & Associates, a leading national provider of Data Forensics and Cyber Security services founded in 2003 by serial technology entrepreneur, Paul G. Lewis. Financial terms were not disclosed.[17]

Published works[edit]

Founder Robert Half's tradition of authoring books on the industry—such as Making It Big in Data Processing[18] and How to Get a Better Job in This Crazy World[19]—was continued by the CEO of this date,[when?] Harold M. "Max" Messmer,[citation needed] in the form of works like Job Hunting for Dummies.[full citation needed][13]

See also[edit]


  1. ^ abcdRH Intl. Staff (2013). "History and Values". Archived from the original(company web page) on June 21, 2013. Retrieved February 27, 2017.[self-published source][third-party source needed]
  2. ^"Company Overview of Robert Half International Inc". Bloomberg. Bloomberg L.P. Retrieved 18 December 2018.
  3. ^"2020 Annual Report"(PDF). Robert Half. Robert Half International Inc. Retrieved 18 April 2021.
  4. ^ abc"Robert Half International Inc. (RHI)". Yahoo Finance. Yahoo Finance. Retrieved 18 April 2021.
  5. ^ ab"Robert Half International Inc. (RHI)". Yahoo Finance. Retrieved 18 April 2021.
  6. ^"Robert Half International". Fortune 500.
  7. ^"S&P 500 STOCKS". Business Insider. Retrieved 2018-11-01.
  8. ^"Locations". Robert Half. Robert Half. Retrieved 18 December 2018.
  9. ^"Robert Half International Inc (RHI.N)". Reuters. Bloomberg. Retrieved 18 December 2018.
  10. ^"Company Overview of Protiviti Inc". Bloomberg. Bloomberg. Retrieved 18 December 2018.
  11. ^"World's Most Admired Companies". Fortune. Fortune Media. Retrieved 21 April 2019.
  12. ^"Robert Half Marks 20 Years On 'Most Admired Companies' List". CISION. PR Newswire Association LLC. Retrieved 18 December 2018.
  13. ^ abcdefghijFU Staff [Wernick, E., et al.] (2005). "Robert Half International Inc. History". Retrieved February 27, 2017.CS1 maint: multiple names: authors list (link) This information is derived from the following source: Wernick, Ellen & Gariepy, Jennifer (2005). "Robert Half International Inc.". In Grant, Tina (ed.). International Directory of Company Histories (IDCH). IDCH, Gale Reference Library (Derdak, Thomas, series ed.). Vol. 70. Detroit, MI: Gale/St. James Press. ISBN . Retrieved February 27, 2017.CS1 maint: uses authors parameter (link)[verification needed]Note, this compilation reports, to a significant degree, information self-reported by the company, and so constitutes information not strictly third-party in nature.
  14. ^RH Intl. Staff (2015). "History". Archived from the original(company web page) on September 9, 2015. Retrieved February 27, 2017.[self-published source][third-party source needed]
  15. ^Jordon, Steve (June 6, 2002). "New Risk-Consulting Firm Lures Ex-Andersen Employees". Omaha World-Herald. Omaha, NE. Knight Ridder/Tribune Business News. Archived from the original on February 28, 2017. Retrieved February 27, 2017.
  16. ^Protiviti Staff (July 9, 2016). "History". Archived from the original on July 9, 2016. Retrieved February 27, 2017.[third-party source needed][self-published source]
  17. ^"Protiviti Acquires P.G. Lewis & Associates". Accounting Today. 2006-03-03. Retrieved 2020-10-14.
  18. ^Half, Robert (1987). Making it Big in Data Processing. Crown Publishers. ISBN .
  19. ^Half, Robert (1991). How to Get a Better Job in This Crazy World. Plume. ISBN .

Further reading[edit]

Verified sources[edit]

  • AT Staff, "Staffing Firm Founder Robert Half Dead at 82," Accounting Today, September 24, 2001, p. 56.
  • Brandstrader, J.R., "It's an Ill Wind," Barron's, March 25, 1996, p. 18.
  • Byrnes, Nanette, et al., "The Good CEO," Businessweek, September 23, 2002.
  • Caldwell, Douglas E., "The New Economy's Gold Digger," Silicon Valley/San Jose Business Journal, March 16, 2001, p. 38.
  • Desloge, Rick, "Robert Half, Kelly Services Share in Temp Firm Growth," St. Louis Business Journal, December 1, 1997, p. 24.
  • Fleming, Eric C., "Job-Recruiter Blues: Will Paltry Demand Drain Robert Half Shares?," Barron's, November 11, 2002, p. T8.
  • Jordon, Steve, "New Risk-Consulting Firm Lures Ex-Andersen Employees," Omaha World Herald, June 6, 2002.
  • Lenz, Edward. "Flexible Employment: Positive Work Strategies for the 21st Century," Journal of Labor Research, 1996.
  • Marsh, Ann, "We're Your Talent Agent," Forbes, August 10, 1998, p. 104.
  • Morningstar Staff, "Morningstar Names Max Messmer of Robert Half International as 2003 CEO of the Year," Morningstar, January 6, 2004.
  • Murphy, Victoria, "Robert Half International: Everyone Need Apply," Forbes, January 8, 2001, p. 106.
  • NATSS Staff, "Temporary Help Services Continue Growth; Several Factors Cited," Alexandria, Va.: National Association of Temporary Staffing Services, June 17, 1996.
  • Robson, Douglas, "Half's Measures: Robert Half Harnesses Outsourcing Trend to Prove that Even Big Businesses Can Grow Quickly," San Francisco Business Times, April 18, 1997, p. 5A.
  • Siwolop, Sana, "Renting the Workers, But Buying the Stock," The New York Times, December 15, 1996.
  • Svaldi, Aldo, "California-Based Staffing-Services Firm Hires 760 Andersen Accountants," Denver Post, June 6, 2002.

Other sources[edit]

  • RH Intl. & Staffs (July 8, 2009). "30 Companies Will Be Represented at the Job Fair [Entry 12]". Archived from the original on July 8, 2009. Retrieved February 27, 2017. Note, this source contains no content other than an advertising blurb and a 2009 contact phone number for job seekers. Specifically, it contains no reliable information on this company's sector, or its being a member of the S&P 500, or its size and rank among accounting and finance staffing firms.

External links[edit]

European Locations

Middle Eastern Locations

APAC Locations

South America Locations

North America Locations

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Why job descriptions are becoming less specific

As the fight for finance talent intensifies, businesses are making advertised job descriptions less specific to avoid missing top candidates, say recruiters. Employers are hiring for the most critical skills only, then offering training to help new hires succeed.

The Robert Half 2019 Accounting and Finance Salary Guide said unemployment rates for financial professionals often stay below the national average in the US, and there are skills shortages in many sectors. In this environment, companies are starting to recognise that cutting candidates who do not have every single quality they seek could cause them to miss the talent they need.

Companies are becoming more flexible in other ways, too, the Robert Half guide said. For example, they realise long and rigid recruitment processes could lead them to miss a top candidate. So, they are moving quickly to make job offers to candidates with the right attitude, knowing they can train missing skills later.

They are also increasingly benchmarking and adjusting salaries; doing more to prepare employees for career advancement; and offering better work/life balance through flexible and remote working arrangements. These perks are among the top motivators of finance workers, according to a survey of CGMA designation holders

But offering more generic job descriptions is a particularly unusual move that reflects the strength of the current jobs market. And not every company is going down that path. London-based Tiarnan Cotter, business manager at Michael Page Finance, said that in an uncertain economic climate, some employers are taking on the extra cost of a new employee only if they are sure they will add value immediately.

“The concern with gambling on a candidate that ticks fewer boxes but has more potential is that they will require more time and training to add value to the business,” Cotter said.

Finding will and skill

Writing narrow job descriptions means you can miss out on “people who aren’t perfect on paper but in person are right,” said Matt Weston, UK managing director of Robert Half

“That means job descriptions need to be flexible and relatively generic. Instead, you look for will and skill — but the will is far more important because the skill is trainable. More specifically, employers are looking for potential, adaptability, passion, and a willingness to learn.”

This often means the recruitment process needs to focus more on assessing the candidate’s trainability, adaptability, values, and soft skills.

“We deal in people not paper,” Weston said. “Softer skills never come out in a CV or résumé. There will always be some technical and competency-based assessment. But the employer also needs to see how the candidate would fit with the team dynamic and culture.

“We’re seeing companies do this in many ways, such as using more assessment centres, Skyping to see how candidates communicate via technology, and asking them to do business presentations. We’re also seeing more interviews with other team members, rather than just the direct manager, to assess the candidate culturally.”

Adapting to change

UK-based Lee Owen, a senior business director at Hays Accountancy & Finance, said more company job advertisements are listing only essential skills rather than a list of preferred competencies. This can widen organisations’ talent pool by encouraging more candidates to apply. “More adverts follow a less rigid structure and are more flexible around the role description and requirements,” Owen said.

Another reason employers are taking this approach is it allows roles to evolve more over time, he said.

“As change is so fast in many organisations, due to digital transformation and investment in technology, less prescriptive job adverts allow more room for roles to adapt,” Owen said.

The speed of technological change has forced employers to focus more on training staff in new technical skills rather than hiring candidates with experience in that area, he said. And survey data bears that out: 84% of companies in a 2019 Robert Half poll said they are willing to hire and train a candidate who lacks required skills.

Another factor is that employers are tending to focus more on developing finance professionals’ soft skills, such as creativity and communication. There will be a greater need for these skills as more tasks become automated, Owen said.

Marcus Williams, a London-based associate director at recruitment consultancy Morgan McKinley, said another reason for writing more general job descriptions is the increased focus on avoiding discrimination and increasing diversity. Being too specific risks alienating certain groups if you are not careful, so it is good to keep it general, Williams said.

It also reflects the reality that few candidates are perfect, he said. “Hiring managers still want to get as close to perfect as possible,” he said. “But typically, no one ticks every box. Sometimes, you may exhaust your search for someone perfect. So you may have to widen it to those who tick some boxes, but not all.”

However, he said many employers are turning this necessity into a positive by offering more training opportunities. This helps attract talent as lifelong learning becomes increasingly important to today’s workforce.

The change towards more flexible job descriptions means employers need a more open mindset, say recruiters.

Williams advises employers to spend more time considering the potential career trajectory of candidates, rather than just focusing on previous skills and experience.

Weston suggests companies consider changing their approach entirely by focusing on creating roles for brilliant candidates rather than filling specific jobs.

Potential downsides

Relaxing job descriptions is not always desirable, however. It depends on many factors, including the seniority of the role and the employer’s timeline for making a hire, Williams said.

For senior roles especially, employers want to get as much as they can for the higher salary. “No one wants to pay a premium, then spend 12 months training someone,” he said. “It also depends how critical the role is and how quickly they want to hire.

“If they’re recruiting for a senior role and they have some time, they may be prepared to wait for exactly the right person. But for some junior roles, especially those that need filling quickly, companies are being more flexible and offering more training.”

Cotter also warned companies using more flexible job descriptions not to leave out any keywords. “As candidates often have keyword alerts on job sites, there is a danger that the lack of keywords can mean quality candidates are missed,” he said.

Williams and Weston both said the main downside to making job descriptions more general is that you risk spending more time interviewing unsuitable candidates, thus making the recruitment process longer and more challenging.

“But there are more upsides than there are downsides to doing it,” Weston said.

— Tim Cooper is a freelance writer based in the UK. To comment on this article or to suggest an idea for another article, contact Neil Amato, an FM magazine senior editor, at [email protected].


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