Clean, concise job descriptions make a strong first impression on candidates.
Essential Components of a Powerful Job Description:
- Company Overview
- Why is the Role Needed? (Is it a new role or a backfill?)
- Where Does the Role Fit In? (Reporting relationships, team)
- Role Deliverables and Success Criteria
- Minimum Skills Expected (Education, certifications, job-specific skills)
- Minimum Years of Experience (To indicate seniority)
- Pay Range (In line with pay transparency directives)
The “minimum requirements” should truly be mandatory and straightforward enough to program into an application system for automatic disqualification if unmet. If it can’t be automated, it belongs in the “preferred” section. Overloading with complex criteria only serves to confuse both the candidate and the hiring team.
Avoid creating unicorn job descriptions—they often lead to disappointment on both sides. A few examples:
A recent posting for Director, HR Operations, Technology & Services listed the following as minimum qualifications:
- Bachelor’s in HR, Business, IT, or a related field.
- 15 years of HR experience, 8 in leadership; or 12 years with a master’s, or 9 years with a PhD; or an equivalent combination.
This complicated matrix appears to prioritize education over experience. But does it help the recruiter or the candidate? If anything, it could unintentionally filter out highly qualified candidates. Additionally, the job lists certifications as preferred qualifications alongside a long list of technical requirements. It begs the question: what skills are truly essential for success in this role?
Similarly, a NYC Strategy Consultant posting required “an undergraduate degree in Business or IT and an MBA from a premier school” as minimum qualifications. However, there was no mention of required experience or a salary range. So, what level of seniority is the recruiter actually screening for? The minimum could have simply stated “MBA from a premier school.” Also, why did an NYC posting not have a salary range listed?
Shifting to skill-based hiring and thoughtfully balancing experience, academic credentials, and certifications will help present a more curated candidate pool—ultimately leading to a better hiring experience for both candidates and recruiters.
