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Acupuncturist Job Description

How to Hire an Acupuncturist

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Acupuncturist Job Description

An Acupuncturist treats a variety of physical and psychological problems. Acupuncturists consult with patients about symptoms, perform diagnoses, and treat ailments using Acupuncture needles.

We are recruiting for an Acupuncturist to be responsible for performing acupuncture on patients. The responsibilities of an Acupuncturist include preparing herbal treatments, collecting the medical history of patients, and treating patients using needles and other tools.

To succeed working as an Acupuncturist, you should demonstrate compassion, possess knowledge of laws and regulations and a strong interest in alternative medicine. Suitable Acupuncturist should be accredited, equipped with proven Acupuncturist experience and strong analytical skills.

Acupuncturist Duties and Responsibilities

  • Good analytical skills.
  • Compassion for patients.
  • Administrative skills.
  • Good communication skills.
  • Accreditation as an Acupuncturist.
  • Licence to practise Acupuncture.

Acupuncturist Skills and Requirements

  • Treat patients with needles, cups, ear balls, seeds, pellets, and supplements.
  • Prepare herbal treatments to treat patients.
  • Assess patients to make diagnoses.
  • Collate medical histories.
  • Develop treatment plans.
  • Analyse physical findings and medical records to make a diagnosis.
  • Monitor progress.
  • Ensure a safe and healthy environment.
  • Abide by laws and regulations.
  • Good analytical skills.
  • Compassion for patients.
  • Administrative skills.
  • Good communication skills.
  • Accreditation as an Acupuncturist.
  • Licence to practise Acupuncture.

Personalising Your Acupuncturist Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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