Could your “ideal candidate” list be ruling out capable people before the conversation even begins?
A job description should help candidates understand what a role truly requires. But when every desirable skill is treated as essential, the hiring criteria can become unnecessarily restrictive and less connected to the actual work.
For effective talent acquisition, hiring teams need to distinguish between the skills a candidate must have and those they can develop after joining.
Start with the Work, Not the Wish List
Before adding a qualification to a job description, ask one simple question: Would someone struggle to perform the core responsibilities of this role without it?
If the answer is yes, it may be a must-have requirement. If the skill would be useful but can be learned over time, it may belong in the nice-to-have category.
1. Must-Have Requirements
These are the essential skills, knowledge, qualifications, or licences genuinely needed to perform the role. They should reflect the job’s core responsibilities and what the employee needs to handle from the beginning.
2. Nice-to-Have Requirements
These are additional skills or experiences that could make a candidate more effective but are not essential for success. They might include familiarity with a particular tool, experience in a related industry, or knowledge that can be developed through training.
A Simple Example
Role: Junior Data Analyst
Must-have:
Basic spreadsheet skills.
The ability to interpret data accurately.
Nice-to-have:
Familiarity with a specific data visualisation tool that the company can teach.
If the tool is not essential on day one, making it a mandatory requirement could exclude candidates who have the right analytical foundation and the ability to learn.
Use This Three-Question Test
Before finalising a job description, ask:
Is this requirement directly connected to the role’s core responsibilities?
Does the candidate need this skill on day one, or can it be learned?
Could an equally capable candidate be excluded because of this requirement?
These questions can help hiring teams create more realistic requirements and identify candidates based on the skills that genuinely matter.
Make Every Requirement Earn Its Place
A strong job description is not about listing every skill that might be useful. It is about clearly communicating the role’s genuine needs.
Review the requirements with the hiring manager before publishing the vacancy. Separate essential skills from preferred qualifications, and make sure each must-have has a clear reason behind it.
The takeaway: A better job description is not the one with the longest requirements list. It is the one that makes the role’s real needs clear.
At AideWiser, we believe thoughtful recruitment starts with understanding what a role genuinely demands, helping businesses make more focused hiring decisions and connect with relevant talent.
AideWiser | Recruitment & Talent Acquisition
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