We spend hours obsessing over job titles, company blurbs, and benefits copy. But what if the real deal-breaker lives inside your job description requirements?
I’m talking about that long list of bullet points. The ones that say things like “must have 5+ years of experience” or “proficient in Excel.” The ones we copy-paste from older job ads without questioning whether they help or hurt our chances of finding the right person.
Here’s what I think: It’s time for a mini experiment.
Testing Job Description Requirements: Examples That Might Change How You Hire
We ran across a client (let’s call them Company X) who had the same job posted twice—once with a traditional requirements section, and once with the same info split into “Must-Have” and “Nice-to-Have” lists.
And guess what? The version with grouped requirements got fewer applicants overall, but more qualified ones. Interview-to-offer ratios improved. Time-to-fill dropped. No extra sourcing required.
In a post about improving job descriptions, my teammate, Shanece Grant, says:
“Use structured formatting – Break up large chunks of text with bullet points, subheadings, and whitespace. This makes it easier for job seekers to scan and absorb key details.”
This makes sense. When candidates see a wall of bullets, they often assume they need to meet all of them. Especially women, nonbinary folks, and candidates from underrepresented backgrounds. Breaking things out with clear “Must-Have” and “Nice-to-Have” categories helps candidates self-assess more accurately.
How to Run Your Own “Job Description Requirements” Mini Experiment
If you’re curious, here’s how to run your own version of this test:
- Pick a high-traffic job you’re hiring for.
- Write two versions:
- Version A: Classic bulleted list under “Requirements”
- Version B: Two subheadings: “Must-Have Qualifications” and “Nice-to-Have Qualifications”
- Post both to similar job boards or alternate views in your ATS.
- Track these metrics:
- Apply rate
- Candidate quality (screen-to-interview conversion)
- Offer acceptance rate
The goal isn’t just more applicants. It’s better-fit applicants who meet your actual needs and feel confident enough to hit “Apply.”
Job Description Requirements Examples: What to Actually Include
Traditional Approach (Less Effective)
Structured Approach (More Effective)
Single Requirements List
- 5+ years of experience in digital marketing
- Strong knowledge of SEO/SEM tools
- Excellent written and verbal communication
- Experience managing a team of 2-5
- Knowledge of Adobe Creative Suite
- Google Analytics certification preferred
Must-Have Qualifications
- Experience in digital marketing or related field
- Solid knowledge of SEO/SEM tools
- Experience managing direct reports
Nice-to-Have Qualifications
- Familiarity with Adobe Creative Suite
- Google Analytics certification
If you want to clean up your JDs, here are some examples to use as inspiration:
Old Way (Less Effective)
- 5+ years of experience in digital marketing
- Strong knowledge of SEO/SEM tools
- Excellent written and verbal communication
- Experience managing a team of 2-5
- Knowledge of Adobe Creative Suite
- Google Analytics certification preferred
New Way (More Effective)
Must-Have Qualifications
- Experience in digital marketing or a related field
- Solid knowledge of SEO/SEM tools
- Experience managing direct reports
Nice-to-Have Qualifications
- Familiarity with Adobe Creative Suite
- Google Analytics certification
See the difference? You still communicate what’s ideal, but you give people room to meet you where they are. That opens your talent pool without lowering the bar.
How Ongig Can Help You Clean Up Your Job Description Requirements
If you’re juggling hundreds of job postings, testing this manually is a nightmare. That’s where Ongig’s Text Analyzer comes in. With it, you can:
- Bulk edit JDs with templates to separate “must-haves” and “nice-to-haves”
- Flag overly strict or exclusionary phrases
- Get data-backed suggestions to improve quality apply rates
- Keep your formatting, structure, and branding consistent
You don’t have to rewrite every JD from scratch. You just have to rewrite the parts that matter most.
Why I Wrote This
I wrote this because job description requirements are one of the sneakiest things hurting your hiring outcomes. We’ve seen too many clients lose great candidates because their JDs felt like a wall of “nope.” The “Must-Have vs. Nice-to-Have” test is a simple fix that can lead to big results. And with Ongig, testing it takes minutes. Request a demo to see how easy it is.
FAQs
Should I always separate job description requirements?
It helps in most cases, especially for roles where you want to expand your candidate pool.
Will splitting requirements lead to underqualified applicants?
Not if your “Must-Haves” are clearly defined. It actually helps filter better.
Can Ongig automate job description formatting?
Yes. You can apply templates, formatting, and inclusive language updates across all your postings in one go.
Is this useful for inclusion efforts?
Absolutely. Reducing unnecessary barriers helps more diverse candidates apply.
What if hiring managers push back?
Run the test. Let the data show the impact. It’s easier to shift opinions with proof.
