Research Snapshot: Creating Effective Skills-First Job Descriptions: An A/B Test and How-To Guide  

Research Snapshot: Creating Effective Skills-First Job Descriptions: An A/B Test and How-To Guide

In today’s competitive labor market, attracting skilled talent without four-year degrees is more important than ever. As companies move toward skills-first hiring, the way job descriptions are written plays a crucial role in drawing in the right candidates. Our latest research snapshot, conducted with Ipsos, provides a practical guide for crafting effective skills-first job descriptions.

Why Recredentialing Job Descriptions Matters

At first glance, recredentialing a job description may seem as simple as removing an explicit degree requirement, yet that alone isn’t enough to attract broader talent pools. Our research found that 61% of job postings use ambiguous language, deterring candidates without four-year degrees. Focusing on essential skills and competencies helps companies drive innovation and better align their workforce with the dynamic needs of the business.

Our A/B test with over 1,000 respondents shows that optimized skills-first job descriptions outperform traditional ones. Key findings include:

• 82% of respondents were very likely to apply to a skills-first job description.
• 93% found the stated qualifications extremely clear.
• 83% believed they were very likely to obtain the job.
• 88% of younger candidates (ages 18-34) were very likely to apply.
• 90% of male applicants were very likely to apply.

These metrics highlight the power of clear, skills-focused language in attracting a broader, more diverse talent pool.

What Works: Motivating Language

Phrases like "Applicants without four-year degrees are encouraged to apply" and clear action verbs such as “lead,” “develop,” and “monitor” are highly motivating. Inclusivity statements and language that highlight growth opportunities also make job descriptions more appealing.

Avoiding Detractors: What to Leave Out

Traditional degree and experience requirements can deter potential applicants. Phrases like “Bachelor’s degree preferred” may exclude candidates who could excel based on their skills.

Putting it into Practice

To attract the best talent, focus on skills and abilities rather than traditional qualifications. Here’s how:

• Encourage Non-Degreed Applicants: Remove unnecessary credential and experience requirements.
• Use Clear, Skill-Centric Language: Utilize tools like O*Net, Skillitizer, and SkillsEngine to highlight required skills.
• Highlight Career Advancement: Communicate growth opportunities clearly.
• Emphasize Inclusivity: Include diversity statements and ensure job descriptions are bias-free using tools like Gender Decoder.
• Educate and Train: Train hiring managers to use objective assessments, like skills tests, and share your skills-first approach on your website.

By adopting these strategies, your company can attract skilled talent and build a more inclusive, dynamic workplace. For actionable steps to optimize recredentialed job descriptions, explore OneTen's Research Snapshot: Skills-First Job Descriptions: A Best Practice Checklist.