This template helps HR leaders, hiring managers, and other individuals tasked with critical hiring decisions move beyond traditional credentials and write job descriptions that prioritize what candidates can actually do. Use it alongside the Skills Scoop article to apply the seven key principles—from framing responsibilities as outcomes to removing unnecessary degree requirements.

We’ve asked Executive Recruiters about skills-based hiring, and they’ve suggested this “Before You Write” section to make this template practical and actionable.

Before you hire, ask yourself (and your team):

• What is changing on your team that makes this role critical now?

• What specific outcomes will define success in the first 6–12 months?

• Which team(s) will this person collaborate with regularly?

• What has made past hires in similar roles successful or unsuccessful?

Skills-Based Job Description Template

Job Title:

Why this matters: A clear, searchable title helps the right candidates find your role—and sets realistic expectations from the start.

[Insert clear, searchable title – e.g., Digital Marketing Specialist]

Job Summary:

[1–2 sentence overview of the role’s core function and business impact]

Example:
We’re hiring a [Job Title] to [insert primary objective] and support [insert organizational goal or department focus]. This role is ideal for someone who thrives in [insert work environment or culture].

Key Responsibilities (Describe Outcomes):

Why this matters: Outcome-based responsibilities help candidates understand how success is defined—and whether they can deliver it.

• [Outcome #1 – e.g., Grow organic website traffic by 25% in six months]

• [Outcome #2 – e.g., Launch three digital campaigns per quarter that meet KPI benchmarks]

• [Outcome #3 – e.g., Partner with internal teams to align marketing and product messaging]

• [Outcome #4 – e.g., Analyze performance data to optimize future initiatives]

• [Outcome #5 – e.g., Manage vendor relationships for paid digital channels]

Required Skills & Competencies:

Why this matters: Limiting only what’s essential ensures the best candidates don’t self-select out. It also keeps the bar realistic.

Remember, connecting required skills to comprehensive libraries of well-defined skill descriptions is a valuable and straightforward initial step towards skills-based hiring. Lightcast provides its open skills database at no cost.

• [Skill 1 – e.g., Proficiency with Google Analytics and SEO/SEM tools]

• [Skill 2 – e.g., Ability to translate data into actionable insights]

• [Skill 3 – e.g., Strong project management and communication skills]

• [Skill 4 – e.g., Comfortable working cross-functionally with marketing, sales, and product]

• [Skill 5 – e.g., Familiarity with campaign testing and iteration]

Preferred (Nice-to-Have) Skills:

Why this matters: This section gives top candidates a chance to stand out—without disqualifying strong applicants who may still excel.

• [Skill 1 – e.g., Experience with email platforms like Mailchimp or Klaviyo]

• [Skill 2 – e.g., Working knowledge of design tools such as Canva or Figma]

• [Skill 3 – e.g., Exposure to basic HTML/CSS or CMS platforms like WordPress]

Education & Credentials (If Applicable):

Why this matters: Requiring a degree limits access to qualified candidates who’ve built skills elsewhere. Focus on what they can do unless a certification or license is legally required or obligatory for the candidate to qualify for or satisfy the scope of the role.

We focus on demonstrated ability.

Instead of: “Bachelor’s degree required”
Use: “Degree welcome but not required—show us your impact.”

[Optional: Include licenses or certifications only if legally required.]

Language & Accessibility:

Why this matters: Inclusive, neutral language attracts a broader, more diverse candidate pool—and signals that your company values clarity and respect.

Use clear, inclusive language. Avoid superlatives, jargon, or culture-specific metaphors.

✅ “We’re seeking a skilled marketing professional to drive performance outcomes.”
❌ “We want a marketing guru who can crush KPIs and move fast.”

Skills-Based Hiring Statement:

Why this matters: This final note reinforces that your company values outcomes, not just resumes—and welcomes nontraditional talent.

We value skills, not just credentials. If you have the capabilities to succeed in this role, we encourage you to apply, regardless of formal education or traditional experience.