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
When creating job descriptions , focus on the skills and abilities needed to perform the role effectively rather than formal qualifications. Consider which requirements are truly essential for success in the role. This approach can help clarify expectations and make it easier for candidates to understand the position.
Identify core skills
List the skills that are most important for performing the job well. Input from team members, department heads, or others familiar with the role can help capture a clear picture of what the position requires.
Be specific
Describe each required skill clearly and concretely. For example, instead of using a broad term like “communication skills,” specify whether strong written, verbal, or both types of communication are relevant. Providing examples of how the skills are applied in the role can also help candidates understand what to expect.
Highlight essential skills
Separate skills into categories to indicate which are essential and which are additional or preferred. This helps candidates understand the key competencies for the role.
Use active language
Use action verbs to explain responsibilities and skills. For example, rather than writing “Leadership skills,” you could say “Leads team projects” to illustrate what the role involves.
Emphasize transferable skills
Acknowledge that candidates may gain valuable skills through different roles or experiences. Highlighting these skills helps clarify the types of competencies that are relevant for the position.
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.
