Following on from last week’s blog… once you have identified what skills you are hiring for, it is time to look at your job descriptions and make them fit for purpose.

Many job descriptions emphasise education and experience, so it’s crucial to modify them to reflect a skills-centred perspective.

This adjustment will attract candidates with the appropriate skills, irrespective of their background.

LinkedIn Research indicates job posts including “responsibilities” rather than “requirements” get 14% more applications per view than posts that do the opposite.

Check out the amendments you should make to job descriptions when transitioning to skills-based hiring…

  1. Reconsider including academic requirements – If a degree is not necessary, it may be beneficial to eliminate educational requirements from job listings. Of course, many roles will require a degree such as Doctors and Teachers, but when they can be removed do so to increase the talent pool.
  2. Outline key responsibilities – Clearly outline the key duties of the role,  including enough detail to help potential candidates decide whether the role is suitable for them.
  3. Highlight the necessary skills – Using the skills identified in the comprehensive skills audit replace strict requirements with descriptions of the necessary skills.  You may also want to include skills that you want the candidate to develop in the role, but be sure to make it clear these are not mandatory.
  4. Set up key performance indicators – Provide candidates with a clear idea of what success in the position entails by incorporating metrics or showcasing examples of the outcomes your company aims to achieve.
  5. Mention opportunities for growth – Demonstrate potential for candidates to develop within the position by outlining the learning and development opportunities available.
  6. Avoid fixating on years of experience – Embracing a skills-based approach is key to expanding your talent pool and injecting new perspectives into your team. Instead of prioritising years of experience, shift your focus towards skills, learning, and development opportunities.

Conclusion

Transitioning to a skills-based hiring approach requires thoughtful revision of your job descriptions. By focusing on responsibilities, essential skills, and growth opportunities, you can attract a diverse range of qualified candidates.

This strategy not only broadens your talent pool but also enhances your team’s potential with fresh perspectives and expertise. Emphasizing skills over traditional qualifications is a vital step toward a more inclusive and effective hiring process.

Reach out to us today and let us help you hire top digital talent and build a stronger, more capable team for the future. Happy hiring!