Gone are the days when traditional college degrees and extensive work histories were the only keys needed to unlock fulfilling careers. Today's workforce is far more diverse, with single parents, veterans, recently incarcerated individuals and others bringing unique talents to the table. However, many companies still craft rigid, exclusive job descriptions that prevent these groups from even getting their foot in the door.
It's time to rethink how we write job postings. By focusing more on required skills, rather than specific educational backgrounds, companies can build more inclusive hiring practices. This opens the door to overlooked and underestimated talent pools, creating opportunities for those who may lack degrees or have employment gaps. More inclusive descriptions allow companies to assess candidates based on their ability to excel in the role, not on how their resumes compare to unrealistic ideals.
The results of this approach are transformative, as research overwhelmingly shows that diverse teams outperform homogeneous ones. Companies that build inclusive cultures and look beyond pedigrees tap into wider talent pools, and gain loyal employees motivated to succeed in supportive environments. It's a winning strategy for both business and community.
By crafting skills-focused job descriptions, companies can unlock overlooked talent and discover the next generation of outstanding employees. The first step is simple: Throw out the old job description playbook.
The Problem with Traditional Job Descriptions
Traditional job postings often create arbitrary barriers that prevent talented candidates from even applying. Requirements like college degrees and years of experience disqualify huge swaths of the potential workforce, even when those qualifications aren't truly necessary for success in the role.
For example, many postings specify the need for a bachelor's degree or higher, but only 37% of Americans over age 25 have a four-year college degree. This blanket requirement cuts out nearly two-thirds of potential candidates from the start.
Some exceptional candidates hold associate degrees or vocational certifications, while others have years of direct on-the-job experience, but no college at all. Automatically filtering them out is nothing less than short-sighted.
Similarly, descriptions often call for three to five years of experience in a related field, which immediately disqualifies talented individuals from re-entering the workforce after a gap. Groups impacted include single mothers, veterans, formerly incarcerated people and those recovering from layoffs. Yet, these groups frequently offer rich life experience and transferable skills that would allow them to excel in all sorts of roles. Due to rigid requirements, though, they never get a fair shot.
Benefits of Skills-Focused Job Descriptions
Writing inclusive, skills-based job descriptions offers huge advantages both for overlooked talent pools and for companies themselves. First, skill-focused postings open doors for diverse candidates who've traditionally been left out. Everyone gets a fair chance to showcase their capabilities.
Without arbitrary hurdles like degree requirements, companies can discover talented team players they would have otherwise overlooked. The skills and experience folks can gain through military service, activism, caregiving and other non-traditional roles offer unique value.
In addition, skills-based descriptions allow for a more meritocratic hiring process. By focusing on abilities, rather than pedigree, employers can assess whether candidates are truly fit for the role, ensuring those with the capacity to excel have a seat at the table.
Moreover, research overwhelmingly demonstrates that diverse teams outperform homogeneous ones because employees with varied backgrounds bring fresh perspectives that spur innovation. Hiring from a wider talent pool creates business advantages.
Skills-focused postings also build goodwill among overlooked communities by signaling a company's commitment to inclusive hiring, and given the workforce’s current labor shortages, employers need access to wider talent pools. Inclusive descriptions achieve that, while also branding companies as progressive places to work.
How to Write Inclusive, Skills-Based Job Descriptions
The key is shifting emphasis away from rigid requirements like college degrees and years of experience, and instead focusing on the actual skills and capabilities needed to excel in the role. This allows companies to consider non-traditional candidates they may have overlooked.
Here are some tips and strategies to get started crafting skills-based postings that give overlooked talent pools a fair shot:
- List required hard and soft skills, rather than emphasizing college degrees. For example, say "excellent written communication ability" rather than "bachelor's degree in communications."
- Use inclusive language like "bachelor's degree or equivalent experience" rather than rigid education requirements.
- Focus on transferable skills from other roles. For example, highlight needs like "experience in customer service" rather than industry-specific experience.
- Be open to non-traditional types of experience, like military service, activism, caregiving roles and more. These build relevant soft skills.
- Prioritize capabilities over credentials. If a coding boot camp graduate can succeed where a computer science major would, focus on coding proficiency.
- Require only skills truly needed for the role. Avoid inflated experience levels like "five to seven years" unless absolutely necessary.
- Consult with current excellent employees about the skills that make them effective. Build descriptions around these.
- Adopt skills-based screening before resume review to reduce unconscious bias.
With some forethought, companies can craft inclusive postings that attract untapped talent pools and reduce arbitrary barriers to employment. The result is a more diverse, qualified applicant pool and workforce.
Embracing Challenges, Expanding Inclusion
Traditional hiring is full of inherent biases, whether we realize it or not, as most common requirements tend to favor certain backgrounds over others. To hire based on skills alone, we must become aware of biases and remove them from the process.
By making unconscious bias training mandatory for all involved in hiring, we can help remove unintentional bias, or at least make everyone more aware of it. Structured interviews and skills tests can also objectively assess talent, as promoting diversity in the hiring team itself ensures biases are checked.
Some may resist moving away from comfortable, established hiring norms, but this is only natural. Effective communication reminds all that skills-focused hiring strengthens teams with diverse perspectives, which boosts innovation and performance. Leaders who see the benefits can become allies in communicating change.
The path to inclusive hiring requires determination and vision but leads to immense rewards. As a society, it is crucial to remember that talent comes in many forms. Degrees, resumes and pedigrees on paper do not define one’s worth or potential. By looking beyond labels to see the person, we move closer to workplaces reflecting our diverse society where innovation and community will thrive.
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