Skills-based job description templates for every role

88% of businesses cut down on mis-hiring after adopting a skills-based approach to recruitment. Crafting skills-based job descriptions is an important first step in that process. Here's why:

1. Reduce unconscious biases 

Traditional hiring methods that emphasize educational credentials and specific career experiences can lead to bias. For instance, employers might unconsciously favor candidates from certain schools or companies. This can lead them to hire individuals who look great on paper but don’t have all the skills they need. Meanwhile, they might overlook skilled candidates simply because they lack “attractive” qualifications. 

Skills-based hiring – starting with skills-based job descriptions – minimizes these biases.

2. Access a broader talent pool 

Skills-based job descriptions attract a wider range of candidates. In fact, a survey of over 200 state and local government HR managers found a 10% increase in diverse applicants after dropping their degree requirements on their descriptions. 

These job descriptions appeal to self-taught individuals, career changers, and people with unconventional experience or training who might be perfect for the job but wouldn't fit the traditional mold. 

3. Reap the benefits of diversity

Diversity in applicants means diversity in hires – which brings fresh perspectives to a team. It can also create tangible benefits for your company. Proven benefits include: 

Enhanced innovation. For example, one analysis found that revenue from new products and services increases with diversity in management.

Improved financial performance. Another study found that companies with more-diverse management teams have 19% higher revenues due to innovation. 

Increased access to talent. In a Glassdoor survey, 67% of job seekers said they consider a company’s investment in diversity to be important when they’re considering new jobs. 

4. Attract the right talent

A traditional description for a Python developer role might emphasize a computer science degree and a certain number of years in the industry. But a skills-based Python developer job description would instead highlight the need for proficiency in Python or JavaScript, regardless of how the candidate acquired those skills. 

This focus on practical skills helps attract candidates familiar with these technologies and adept at using them in real-world scenarios – ensuring a better match between the job's demands and the applicants' capabilities. Candidates know exactly what’s expected and can assess their own fit more accurately. 

5. Improve job satisfaction

Skills-based job descriptions attract people ready to shine in their roles. Imagine a graphic designer hired for their creativity with the latest design tools and passion. They're not just at a job – they're in their element. 

This perfect match between skills and job roles means happier, more engaged employees. In fact, our research shows that more than 72% of people hired with skills-based hiring report being happy in their role, while 86% say they’re more likely to get their dream jobs through skills-based hiring.

A workforce that's both skilled and genuinely excited about what they do leads to a more vibrant, productive workplace.

1. Identify hard skills 

Think about the specific tasks and challenges the role entails. Then, determine the hard skills crucial for these tasks (like programming languages for a tech role or financial analysis for a finance position). 

For evolving roles, especially in rapidly changing industries, specifically state that candidates’ skills must adapt as needs change. For example, you might state that candidates require evolving proficiency in a programming language. 

2. Don’t overlook soft skills 

You should also consider the soft skills vital for success in your workplace environment. Historically, job descriptions have focused heavily on technical competencies while overlooking soft skills – which are crucial for things like effective communication, teamwork, problem-solving, and adaptability.

While hard skills can be taught, soft skills are often inherent and harder to develop. So be sure to highlight these in your job description. Paint a clear picture of the type of person who’d succeed in the role alongside team members. This will attract candidates with the interpersonal skills to thrive in your workplace. 

3. Determine responsibilities 

Delve into the everyday activities and challenges the role presents. 

For instance, when writing a business operations manager job description, examine the role’s daily activities – such as streamlining processes, overseeing budgets, and leading operational initiatives. 

To determine the day-to-day responsibilities for new roles, define the role's purpose, understand the gap it’ll fill, and research similar roles in other organizations. Then, consider what outcomes you expect from this role to determine the skills necessary to achieve these outcomes.

Since roles evolve, consider specifying that some responsibilities will adapt over time to ensure job-seekers are prepared for this. For example, a job description for a healthcare role might tell candidates that they must “Adapt to new healthcare regulations as they emerge.” 

4. Talk to current employees 

Use current employees’ insights to refine the job description, ensuring it accurately reflects the skills needed. Your current employees are also a great resource when creating job descriptions for new roles. Their input can help you pinpoint the skills missing from your organization – including those currently being developed in your industry. 

5. Use clear language

When you sit down to write your description, use clear, specific language. Be explicit about the skills required. For instance, rather than saying “good communication skills,” specify “ability to effectively communicate with clients through presentations, calls, and written correspondence.”

Avoid industry jargon and buzzwords that can be ambiguous or exclusive, ensuring the description is accessible and understandable to a wide range of candidates. 

6. Eliminate unnecessary requirements 

Avoid including traditional qualifications like specific degrees or years of experience unless they're truly critical. For example, when hiring for a digital marketing role, focus on skills like SEO expertise or proficiency with digital analytics tools rather than a marketing degree. 

This approach ensures that the description remains focused on the actual skills and abilities needed for the job, allowing a wider range of qualified candidates to apply and preventing the exclusion of talented individuals who were skills through alternative routes (STARs).

But don’t go overboard with a laundry list of skills. Keep your requirements concise and ensure they fall within the role’s scope. This way, candidates won’t be deterred by an excessive number of requirements that may not be relevant to the job they’re applying for. 

7. Communicate your organizational culture 

Incorporating your company culture into the job description is vital. Describe how the role contributes to your organization’s values and broader mission. For instance, if teamwork and innovation are core values, highlight how the role will involve collaborative projects and creative problem-solving. 

This attracts candidates who share your company's values and possess the soft skills to thrive in your team culture.

8. Outline compensation and benefits 

Outlining compensation and benefits with clarity in your job description is crucial. Don’t be vague. Specify a salary range – for example, “$50,000 - $70,000, based on experience.” Include other benefits, too, like health insurance, remote work options, or professional development opportunities. 

This transparency draws in candidates aligned with your offerings.

9. Use skills-based job description examples and templates 

Not sure how to start on your job description? Use skills-based job description examples and templates for inspiration. 

Once your detailed job description is ready, share it on major job boards like LinkedIn and Indeed, but don't stop there. Spread the word on your company's social media and niche professional forums to reach a broader audience.

After attracting potential candidates, assess them to find the best match. Don’t waste time reviewing resumes. Instead, start with talent assessments. 

Use a combination of TestGorilla's talent assessments for a comprehensive evaluation. These tests cover various areas – from technical expertise to soft skills to personality traits – providing a well-rounded view of each applicant's capabilities and fit. For instance, our personality tests can help you learn about your candidates’ behaviors, values, and motivations. 

You can even customize your assessments by adding your own questions. For example, consider adding aptitude questions that measure natural talent in areas like numerical reasoning and problem-solving.

Company introduction

Begin your job description by introducing your organization. Provide an overview of its history, growth, and the sectors it operates in. Highlight significant accomplishments, including industry awards, notable projects, or milestones in innovation and service excellence. 

Try to give candidates a strong sense of your company’s values and achievements.

Benefits of working with [your company]

Here, clearly outline the benefits of working for your company. Include specifics about health insurance options and vacation policy, for example. Also, detail additional perks – like opportunities for ongoing learning and development, support for obtaining certifications, and flexible or remote working arrangements. 

Job brief

[Company name]

Role Title: [ For example, Junior, Senior, or Manager]

Reports to: [For instance, Senior, Manager, or Director]

Position Type and Location: [Full-time, part-time, on-site, remote, or hybrid]

[Salary details]

Job overview: [Concisely outline the role's responsibilities and the indicators of success in the position]