\nShort.<\/b> Keep the requirements short. Extraneous language can make it confusing, difficult to follow, or make the applicant feel like their time is being wasted.<\/p>\n<\/li>\n\nClear.<\/b> Make sure that your requirements are easy to understand. You don\u2019t want applicants to be unsure as to whether or not they\u2019re qualified. You may then end up with applications for unqualified applicants, or qualified applicants deciding not to apply because they\u2019re unsure of the requirements.<\/p>\n<\/li>\n\nEasy to find.<\/b> The vast majority of job descriptions post them at the bottom, which keeps them in a similar place. This allows candidates to check the job requirements quickly so that they know whether or not it\u2019s a job they\u2019re qualified for or fits with their skillset.<\/p>\n<\/li>\n\nIn bullet point form.<\/b> It\u2019s highly recommended that they should also be in bullet point form, which makes it clear and a quick read. It breaks it out into different sections as well, such as education, experience, hard skills, and soft skills.<\/p>\n<\/li>\n\nAdhere to the employer\u2019s brand.<\/b> The entire job description should hint at the employer\u2019s brand and culture, and this shouldn\u2019t be an exception. Don\u2019t be too creative with it, as that can obviate the other advice listed above, but if possible, keep a similar tone and language style.<\/p>\n<\/li>\n<\/ul>\nTypes of Job Requirements<\/h2>\n
Job requirements break out into several different categories. Usually, these categories are listed separately and are a good way for candidates to get an idea if they\u2019re qualified and a good fit for the position.<\/p>\n
They roughly break out into:<\/p>\n
\n- \n
Hard skills.<\/b> Skills that are teachable either through education or experience are considered hard skills. Which of these are required will vary depending on what sort of job you\u2019re hiring for, but the more complicated the job, the more hard skills will be required. However, many of these can be implied by the candidate\u2019s listed experience.<\/p>\n
Here are a few examples of hard skills:<\/p>\n
\n- \n
Operating machinery.<\/b> If you know how to operate heavy machinery of any kind, that\u2019s a hard skill. It\u2019s a learned skill that allows you to more easily segue into a similar position.<\/p>\n<\/li>\n- \n
Programming languages.<\/b> Knowing programming languages is a hard skill that makes you much more attractive in computer programming positions, as well as databases and network management.<\/p>\n<\/li>\n- \n
Being multilingual.<\/b> Depending on your job, being bilingual or multilingual can be a huge advantage. And, obviously, if you wish to be a translator, it\u2019s a requirement.<\/p>\n<\/li>\n<\/ul>\n<\/li>\n- \n
Soft skills.<\/b> Skills that aren\u2019t gained through practice or education are soft skills. Many of these are innate, but that doesn’t mean that they can\u2019t be fostered or improved. These are largely based on interpersonal skills and being able to get along with others. For example;<\/p>\n\n- \n
Communication.<\/b> Being able to communicate well with others is a very important skill. It prevents confusion, resentment, and misunderstandings. While rhetoric can be improved through education, it isn\u2019t something that\u2019s focused on in most modern education.<\/p>\n<\/li>\n- \n
Leadership.<\/b> The ability to lead and have others willing to follow is a difficult skill to teach. Most people either have it or don\u2019t \u2013 though there are things that can be done to improve it. But if you\u2019re looking for a manager or other leadership position, having someone with leadership skills will make it work more smoothly.<\/p>\n<\/li>\n- \n
Creativity.<\/b> While not an interpersonal skill, creativity is another one that\u2019s very difficult to teach. It\u2019s also extremely important in many careers ranging from marketing to writing, to engineering.<\/p>\n<\/li>\n<\/ul>\n<\/li>\n- \n
Education.<\/b> While it can technically be considered a hard skill, education is typically broken out separately. Education requirements generally shouldn\u2019t be too specific. For instance, it\u2019s reasonable to ask for a bachelor\u2019s degree, but specifying what it should be may limit your number of applications.<\/p>\n
Many requirements will say something like \u201ca degree in psychology or a similar field,\u201d which does leave it more open. Too much specificity can limit who will apply, especially for women and minorities.<\/p>\n<\/li>\n
- \n
Experience.<\/b> Like education, this could also be considered a hard skill. However, the level of experience is usually also listed separately, as it\u2019s another major requirement. Experience is another place where many employers will be too specific.<\/p>\n
There may be those who don\u2019t quite have the listed amount of experience who will choose not to apply. In this case, you can either list a range or mention the minimum experience you\u2019ll accept while mentioning the amount of time you\u2019d prefer.<\/p>\n
Some jobs will also have a minimum experience requirement that will replace education. This is a matter of preference, but the standard is to substitute five years\u2019 experience for a bachelor\u2019s degree \u2013 for the right type of job.<\/p>\n<\/li>\n<\/ul>\n
There are also less common requirements. These would be ones that aren\u2019t necessarily a must include, but are either a good idea or are specific to certain types of positions. They include;<\/p>\n
\n- \n
Physical requirements.<\/b> If a job is physically demanding, then it should be stated in the requirements. For instance, most retail positions make it clear that it requires being on your feet for hours and being able to lift 50 pounds.<\/p>\n<\/li>\n- \n
Travel.<\/b> If the job is going to require regular traveling \u2013 or even if occasional traveling is expected \u2013 then it should be mentioned. Some people are unwilling or unable to travel and should be made aware of the requirement.<\/p>\n<\/li>\n- \n
Certifications, licenses, or accreditations.<\/b> Any sort of additional certification, license, or accreditation should also be listed. This can be as basic as a valid driver\u2019s license to needing to be licensed to operate a specific type of machinery.<\/p>\n<\/li>\n- \n
Language.<\/b> It\u2019s generally assumed that you have to be able to communicate in English to do most jobs in the United States, but if there are additional language requirements \u2013 speaking Spanish, American Sign Language, or Portuguese, for example \u2013 then it should be listed.<\/p>\n<\/li>\n- \n
Unusual workweek requirements.<\/b> It\u2019s a good idea to list the expected hours even if they are standard, but it\u2019s especially important if they aren\u2019t. If extended hours are required, or if it\u2019s on an odd schedule like three days on and three days off, then it absolutely should be listed. Not everyone may be willing to work those hours.<\/p>\n<\/li>\n- \n
Full or part-time.<\/b> Different applicants may be looking for either a part-time or a full-time job, which means that it should be clear as to whether or not this position will be one or the other. It\u2019s a matter of pay, benefits, time, and expectation.<\/p>\n<\/li>\n<\/ul>\n\n
\n
\n
Get Started Hiring Now<\/div>\n<\/div>\n
\n
Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\nJob Requirements FAQ<\/h2>\n\n- \n
Should I include all the skills and requirements I want in an ideal candidate for the job requirements?<\/b><\/p>\n
No, don\u2019t list all of your ideal skills and requirements; a job requirements list isn\u2019t a wish list.<\/b> If you list all the skills and other requirements that you want in an ideal candidate, you\u2019re likely to have two problems. The first is that your number of applications will be low, potentially weeding out qualified candidates.<\/p>\n
The second is that it\u2019s likely to end up lengthy. While there\u2019s absolutely nothing wrong with keeping your ideal candidate in mind, you may end up overlooking excellent candidates who would excel in the job.<\/p>\n<\/li>\n
- \n
How do I foster diversity in my applicants?<\/b><\/p>\n
There are two major ways to help foster diversity: the first is to be less strict on your requirements, and the second is to make an effort to avoid any exclusionary language.<\/b> In terms of the first, women and minorities are less likely to apply for a job that they don\u2019t meet all the requirements of, while men aren\u2019t so constrained.<\/p>\n
Exclusionary language can have two negative effects. The first is to make them feel unwelcome, as a woman might if the masculine pronoun is used exclusively. The other is that it might make it harder for them to envision themselves in the job, and that’s a harder-to-spot and more insidious problem to fight.<\/p>\n<\/li>\n
- \n
How many requirements should be listed in a job description?<\/b><\/p>\n
There is no magic number of job requirements that should be listed in a job description.<\/b> There is a debate over how many job requirements should be listed for a job, but it largely seems to lean towards depending on what the job in question is and less is more.<\/p>\n
There likely will never be a perfect answer, as some jobs require more skills, education, and experience than other jobs do. Especially if you\u2019re looking for particular certifications or other more unusual requirements, your list of requirements can end up longer. So long as it\u2019s clear and each item is concise, a longer list of requirements isn\u2019t inherently bad.<\/p>\n<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"
Job requirements are generally the first thing potential applicants look at \u2013 beyond the job title. It\u2019s what lets them know whether or not they should even apply for a position. If they don\u2019t meet the requirements, then they likely won\u2019t be hired, and the effort expended to submit an application would be wasted. This […]<\/p>\n","protected":false},"author":283,"featured_media":13298,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[110,117],"tags":[],"yoast_head":"\n
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