Most hiring managers will start the hiring process by creating a job description. And the typical job description has limitations. Unfortunately, most JD's focus on educational expectations and industry-specific expertise only. Too often a hiring manager will exclude any potential candidate who cannot check both boxes. Little to nothing is mentioned about the skills required for the position.
Author Lou Adler suggests, “Most hiring problems can be eliminated by making one fundamental and simple change – replacing job descriptions with a list of performance objectives the new hire is expected to achieve.”
It's crucial to know the performance objectives of the role to make a successful hire. Is the objective a hire for a newly created position? Or, is it a replacement position? If this is a replacement position, how did the predecessor perform? If she was a good performer, benchmarking against her skill-set is one step towards defining the performance objectives for the position. By knowing the performance objectives, defining the skill set required for the role becomes more clear.
To win the war for talent, implement skills-based hiring. Too much weight on educational expectations is risky business. Some leaders believe we have degree inflation.