What are skills-based job descriptions?
Skills-based job descriptions focus on the specific skills needed to perform the advertised job effectively, rather than more traditional values like years of experience or educational background. This approach takes a broader perspective on candidate competencies and can help you explore a more diverse talent pool.
Specifically, skills-based job descriptions clearly outline any essential technical abilities, soft skills and specialist knowledge necessary for the role, along with the primary responsibilities and duties. They often also highlight potential learning and skill enhancement opportunities in the role.
What are the benefits of skills-based job descriptions?
Taking the time to prepare a skills-based job description is worthwhile for several reasons:
- Attract a wider range of talent: By focusing on skills, you can attract qualified individuals from non-traditional backgrounds or applicants who have gained relevant experience outside formal education.
- Improve candidate fit: Skills-based job descriptions typically lead to a better match between candidates’ abilities and the job requirements. This means a more successful hiring process for you.
- Reduce bias: By placing less emphasis on experience and education, you can reduce any unconscious bias in their hiring practices and establish a more inclusive recruitment process.
- Enjoy higher candidate quality: Skills-based job descriptions are more likely to appeal to quality candidates who see an opportunity to demonstrate their unique competencies and value proposition.
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What are the key components of a skills-based job description?
A well-written skills-based job description will typically include the following sections:
- Job title: Clearly state the title of the position for which you are recruiting.
- Summary: Briefly describe the role, its purpose within your company and the key responsibilities.
- Job duties: Outline the specific tasks and duties the successful candidate will be expected to perform as they put their skills into action.
- Qualifications and skills: List the essential skills and competencies required for the job. It’s helpful for this section to be detailed and specific, outlining both hard skills (technical skills) and soft skills (interpersonal skills), as well as any specialist knowledge that may be required.
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How to write effective skills-based job descriptions
Now that the key components of skills-based job descriptions have been explained, here are some practical steps you can take to write appealing job descriptions that can attract the right talent and help you find good employees:
- Add a human touch: With AI playing a role in more and more jobs, it is important to make job descriptions human to ensure they stand out. Try to give them a personal touch and ensure they are written by a human for humans.
- Use action verbs and specify quantifiable results: Instead of simply listing duties, use strong action verbs that describe the specific skills needed and the desired outcomes. For example, instead of saying ‘responsible for social media marketing’, use ‘develop and implement a social media strategy that increases brand awareness by 20% within six months’.
- Tailor the description to each specific role: Avoid using generic job descriptions. After all, every role has unique requirements. Tailor the description to the specific skills and competencies needed for the position you are trying to fill.
- Make it inclusive and engaging: Use inclusive language that welcomes candidates from diverse backgrounds. Describe the company culture and the benefits of working for your company.
- Ensure readability and scannability: Always use clear and concise language. Break up long blocks of text with bullet points and white space to make your ad easier to scan and read. Try to keep your description concise for the best possible readability.
- Proofread carefully: Make sure your job description contains no typos or grammatical errors. A polished description demonstrates professionalism and makes a positive first impression of you as an employer.
Do skills-based job descriptions have any downsides?
When using skills-based job descriptions with a narrow focus on specific competencies, other qualifications and experiences that contribute to a candidate’s overall suitability for a role may be inadvertently overlooked. This could narrow the talent pool by excluding individuals who may lack certain skills but instead have valuable transferable abilities or relevant industry knowledge.
What’s more, emphasising very specific skills might lead to a more rigid hiring process that could potentially inhibit innovation and reduce diversity within the company.
Comparing a traditional and a skills-based job description
The following is a real-life example of the difference between a traditional and a skills-based job description for a graphic designer position.
Traditional job description
- Graphic designer
- Requires 5+ years of experience as a graphic designer.
- Bachelor’s degree in graphic design or a related field preferred.
- Proficient in Adobe Creative Suite (Photoshop, Illustrator, InDesign).
Skills-based job description
- Graphic designer
Summary:
We are seeking a creative and motivated graphic designer to join our dynamic marketing team. You will be responsible for developing visually appealing and impactful graphic design solutions for a variety of marketing materials, including print and digital media.
Job responsibilities and duties:
- Collaborate with the marketing and sales teams to understand project goals and target audiences.
- Develop creative concepts and translate them into high-quality graphic design tools (e.g. brochures, logos, infographics, presentations).
- Ensure brand consistency across all design projects.
- Stay on top of current design trends and best practices.
- Work independently and as part of a team.
- Meet milestones and deadlines.
Qualifications and skills:
- Previous experience in a graphic design capacity.
- Design skills may be self-taught or acquired through formal education.
- A strong portfolio showcasing a diverse range of design work.
- Proficiency in Adobe Creative Suite (Photoshop, Illustrator, InDesign).
- Excellent understanding of design principles (typography, colour theory, layout).
- Strong problem-solving and critical thinking skills.
- Excellent communication and collaboration skills.
- Ability to deliver measurable results, in particular with respect to brand awareness.
Benefits of working here:
- Competitive salary and benefits package.
- Opportunity to work in a fast-paced and creative environment.
- Be part of a growing and innovative company.
- Work with a talented and collaborative team for extra inspiration.
This comparison shows that the skills-based description gives potential applicants a clearer picture of the specific skills and competencies needed for the role, as well as some desired outcomes and benefits of working at the hiring organisation.
The skills-based approach allows candidates to demonstrate their suitability based on their abilities, not just their educational background or years of experience. Consequently, this will likely encourage individuals to apply who may not have otherwise considered doing so. Employers can use this example as a template when they come to preparing their own job descriptions.
By writing effective skills-based job descriptions, you can significantly improve your chances of attracting the most suitable talent in a competitive job market. These descriptions allow you to identify candidates with the right skills and competencies to succeed in the role, regardless of their traditional background. By focusing on skills, you can also benefit from a more inclusive hiring process and, ultimately, a diverse and talented workforce.
