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So you’ve decided to transition to skills-based hiring. That’s great news, welcome to the future! Now comes the hard part: attracting the right applicants. The good news is that the best way to do so hasn’t changed: writing a great job description.
Standard job descriptions focus heavily on degrees, years of experience, or previous employers. But those details say little about what a candidate can actually do. A skills-based job description flips the model. It prioritizes the competencies and outcomes that matter most, helping you attract and fairly evaluate a wider pool of qualified applicants.
Why skills-based job descriptions matter
Resumes are old fashioned and often misleading. They list what someone has done in the past, not what they’re capable of today. A degree might signal privilege more than potential, and years of experience don’t always translate to mastery.
When you write job descriptions that emphasize skills over credentials, you:
• Expand your candidate pool to include people with nontraditional backgrounds.
• Reduce systemic bias baked into pedigree-based filters.
• Increase the likelihood of finding candidates who can hit the ground running.
Formatting a skills-based job description
Job descriptions can vary from company to company, but when you’re hiring for skills, clarity and structure matter even more. A good description balances being easy for candidates to read with being precise enough for screening tools to parse.
• Job title
• Education and experience
• Location (including remote/hybrid details)
• High-level summary of the position
• Key responsibilities (framed as outcomes or tasks tied to skills)
• Core skills
• Growth skills
• Preferred work styles or behaviors (instead of rigid experience requirements)
• Salary range
• Benefits information
• Application instructions
• Company information
• Compliance notes
Job title and location
The job title is your first handshake with a candidate. Clarity is everything. Avoid inflated jargon like “Marketing Ninja” or “Data Rockstar.” Titles should reflect the real scope of the job and align with common search terms candidates actually use.
Location still matters—even in a remote-first world. Be clear about whether you’re open to candidates nationwide, globally, or only in specific states. If the role is hybrid, spell out expectations about how often someone needs to be onsite.
High-level summary of the role
You’ve got one short paragraph to hook candidates and give them a clear picture of the role. For skills-based hiring, focus on outcomes and contributions, not credentials.
Bad example:
We’re looking for a marketing coordinator with 3+ years of experience and a degree in marketing.
Better example:
Can you make people curious about our product?
We need someone who can:• Write emails that people want to open
• Create social posts that get engagement
The difference? The first is a gatekeeping list. The second tells a candidate what they’ll actually be expected to do in a way that is easy to read and approachable.
Key responsibilities
List the regular tasks, but frame them in terms of competencies. Instead of saying, “3 years of customer support experience,” you might write:
Your typical day looks like:
• Reaching out to people who might need what we’re selling
• Having conversations that don’t feel like sales pitches
• Following up while remaining thoughtful of others’ time
• Keeping track of who you’ve talked to and what they said
This tells candidates what they’ll do and what they need to be good at—not what their resume must look like.
Core skills vs. growth skills
This is one of the most important distinctions in a skills-based job description. Here’s a breakdown between Core skills (must have) and Growth skills (nice-to-have):
Core skills are non-negotiable. Someone can’t do the job without them.
• Technical abilities specific to the role
• Essential software or tools
• Critical soft skills like communication or problem-solving
Growth skills would be helpful but can be learned on the job.
• Advanced features of software they’ll use
• Industry-specific knowledge
• Leadership or mentoring abilities
If you’re tempted to overload the “Core” list, ask yourself: If an otherwise excellent candidate lacks this, would I still interview them? If yes, it belongs under “growth.”
For example:
• Core: Experience running paid media campaigns, ability to analyze campaign data, strong writing skills.
• Growth: Experience with HubSpot, familiarity with video editing software, a knowledge of the pet care industry.
Tool tip: If you list a specific tool, you should mention if you’re open to people who have experience with similar tools. This approach opens your funnel to candidates with transferable skills who might otherwise get screened out.
Education and work experience
Here’s where skills-based hiring really stands apart: unless a certification or license is legally required, avoid making education or years of experience mandatory.
Instead of:
“Bachelor’s degree in marketing or related field required.”
Say:
“Experience designing and executing marketing campaigns. Formal education is valued but not required.”
This reinforces inclusivity and widens your access to capable candidates who built skills through nontraditional paths.
Salary range
At least 10 states now require salary transparency, and candidates everywhere increasingly expect it. Listing a range isn’t just about compliance—it’s about showing respect for applicants’ time and setting clear expectations.
Transparency builds trust, especially for candidates from underrepresented backgrounds who are more likely to be underpaid without it.
Benefits information
This is your chance to stand out. Go beyond the basics—yes, list health, vision, and dental coverage, but also include details on PTO, parental leave, flexible work policies, professional development stipends, or wellness benefits.
A clear benefits section signals that you value employees as people, not just hires.
Additional applicant instructions
Be transparent about the process. If you’re using CLARA or another skills assessment tool, let candidates know upfront.
Instead of trick requirements (“include the word pineapple in your subject line”), make your instructions candidate-friendly. For example:
“You’ll receive an email from admin@yourgreatcompany.io with optional follow-up questions about your skills. Responses are not required, but they will help us understand your fit for the role.”
This reinforces trust while preparing candidates for a skills-based assessment.
Company information
Candidates want to know who you are and why they should join you. Keep it short, but highlight culture and values in a way that ties back to skills-based hiring.
Bad example:
“We’re a fast-paced, innovative company.”
Better example:
“We’re a mission-driven team that values diverse perspectives, collaboration, and measurable results.”
Compliance notes
Don’t forget the fine print. Include any legally required disclosures, EEOC language, or other compliance notes.
Example job description
Job Title: Marketing Manager
Location: Remote (open to U.S.-based applicants)
Summary: Do you love to design and execute multichannel campaigns? Are you excited by generating leads, growing brand awareness, and supporting sales goals?
During a normal week you’ll be expected to:
• Plan and execute digital and offline campaigns across paid, earned, and owned channels
• Manage content calendar and collaborate with design and sales teams
• Analyze campaign performance and report insights
• Drive brand growth through creative storytelling and audience engagement
We need someone who can:
• Plan and run marketing campaigns
• Analyze campaign data and generate insights
• Write persuasively and communicate effectively
This job is perfect for you if you have:
• Experience with HubSpot or similar CRM tools
• Familiarity with video content creation
Don’t worry if you haven’t used our exact tools – we care more about your thinking than your software skills!
Education/Experience: No degree required. Skills and proven ability matter most.
Salary Range: $80,000–$95,000/year
Benefits: Medical, dental, and vision coverage, 401(k) with match, 20 days PTO, paid parental leave, and an annual professional development stipend.
Application Instructions: Please submit your resume and a short description of a marketing campaign you’re proud of. Applicants may also receive optional follow-up skills questions via CLARA to help us better understand your experience.
About Us: We’re a collaborative, mission-driven team that values diverse perspectives and measurable results. We believe the best hires come from skills, not just resumes.
A great hire starts with a great job description
A well-written skills-based job description doesn’t just attract more candidates—it attracts the right ones. When paired with assessment tools like CLARA, it ensures your process is fair, inclusive, and effective.