What are skills-based job descriptions?

Skills-based job descriptions focus on the abilities and competencies required to perform a job rather than emphasizing qualifications like degrees or years of experience. These descriptions typically highlight the practical skills and talents to succeed in the role, making it easier to match candidates with the job based on their capabilities. They replace the assumption that candidates have the skills solely because they have a degree.

Key elements of skills-based hiring

There are a few things to consider when writing skills-based job descriptions:

Core skills

Core skills are often essential to perform a job well. These include technical skills, like knowing how to use specific tools or software, and specialized knowledge related to the job. Whether it’s being adept at certain computer programs, understanding industry-specific practices, or possessing particular expertise, these core skills can ensure that a person can effectively handle their tasks and responsibilities.

Soft skills

Soft skills generally include personal qualities and abilities that allow someone to work well with others and manage different situations effectively. These skills could consist of communicating clearly, solving problems, thriving in a team, and adapting quickly to change. They can also help team members collaborate and adjust to new challenges in the workplace.

Job responsibilities

Job responsibilities refer to the specific tasks and duties associated with a role, often detailed to highlight the needed skills to perform them. This can involve outlining daily activities and demonstrating how one’s abilities and knowledge are applied to complete the job. By emphasizing these responsibilities, you can help candidates grasp what the role involves and which skills can lead to success.

Performance expectations

Performance expectations outline the goals and standards that define how well someone should perform their job. They clarify what success looks like and often relate to specific skills. For instance, in a customer service representative role, performance expectations might suggest resolving 90% of customer issues on the first call, reaching a 4.5 out of 5 customer satisfaction score, and handling at least 30 customer interactions daily.

Learning and development opportunities

Learning and development opportunities offer employees ways to expand their skills and knowledge while on the job. These might include training programs, workshops, courses, and mentorships. Providing such opportunities can help companies attract diverse talent, support employees in enhancing their skills, stay current with emerging trends and technologies, and advance careers from within.

Benefits of skills-based job descriptions

Companies are seeing several benefits when using skills-based job descriptions, including:

Improved applicant fit

When job descriptions are clear and specific, it helps candidates understand what you expect in the role. This makes it easier for them to see if they have the right skills and experience, leading to a better match between the candidate and the job. As a result, well-suited people are more likely to apply for the position, making the hiring process simpler for the employer and the applicants.

Increased hiring efficiency

When recruiters focus on the key skills of a role, they often have an easier time identifying the right candidates. This approach can make the screening process faster and more efficient, helping to find qualified applicants without wasting time. As a result, the time it takes to hire someone is shorter, and the costs related to hiring are lower.

More diversity and inclusion

When companies look at skills rather than qualifications, like specific degrees or years of experience, they welcome a broader range of candidates. This approach can attract people from various backgrounds and experiences, leading to diverse applicants. This strategy can help organizations build a more inclusive workplace with different perspectives and talents, creating a healthier company culture.

Flexibility

When employers hire based on skills, especially ones that employees can use in different situations, they typically find candidates who can better adjust to business changes. Skills not linked to specific technologies, like problem solving or teamwork, stay relevant even as technology and other aspects of the job evolve.

Better screening process

When job descriptions clearly outline the required skills for a position, the interview team can use this information to streamline the screening process. They can focus their questions on determining whether candidates have the skills they want by requesting real-life examples and experiences where they used these skills. This approach can help your hiring team create interview questions based on concrete evidence of what candidates can do, making it easier to see if they fit the role.

Tips for creating skills-based job descriptions

Your ability to generate quality skills-based job descriptions can be instrumental in modern recruitment and talent management strategies. Here are some tips to help you create them:

Remove unnecessary obstacles

Nearly half of Canada’s workers don’t have college degrees, potentially excluding them from job opportunities that require formal education. This narrows the talent pool and could mean missing out on great candidates. Removing barriers can help your organization reach candidates who build important skills in different ways. When creating job descriptions focusing on skills, avoid using requirements that may force potential applicants to self-eliminate, like specific degrees or experience, if they aren’t essential for the job.

Review your current job descriptions and keep only what is necessary for success in the role. By focusing on skills rather than credentials, you can improve the quality of hires and the speed with which you fill positions.

Identify core skills

List the skills that are most influential for doing the job well. Talk to people who work closely with the role, like team members and department heads. You can also get input from those with a strategic view of the job and how it fits into your company goals. This approach can ensure that you capture a clear picture of what candidates need to succeed in the role.

Be specific

Explain each required skill in detail, using clear and specific language. Avoid vague terms. For example, instead of writing “communication skills,” specify if the job requires strong written, verbal, or both communication skills. Also, provide examples of how candidates will use these skills in the role so they know what to expect.

Highlight essential skills

Separate the skills into “must-have” and “nice-to-have” categories. Emphasizing the essential skills helps applicants know which abilities are non-negotiable for the job. This way, they can see what skills you require and which ones would be a bonus, making it easier for them to decide if they’re a good fit for the role.

Use active language

Use action verbs to explain the skills and responsibilities in your job descriptions. This strategy can make your expectations more transparent and enjoyable for potential candidates. Action verbs also demonstrate behaviours they can measure, helping to illustrate what the job involves. For example, rather than saying “Leadership skills,” you could say “Leads team projects…” to give a better picture of the role.

Emphasize transferable skills

Recognize that candidates may gain valuable skills from other jobs or experiences. For example, someone who worked in customer service may have strong problem-solving and communication skills that can be an asset in many roles. Emphasizing these skills can attract more candidates and encourage people from different backgrounds to apply.

Skills-based job descriptions centre around competencies rather than formal qualifications. They can attract diverse candidates by highlighting essential skills and competencies. This approach can make your hiring process more efficient and inclusive, improving the quality of hires and adapting to changing business needs. By removing unnecessary requirements, employers can reach more candidates with the right skills to help grow a successful workplace.