Requirements in a job advert: filter on purpose, not by habit

Long requirement lists are often copied from the last advert, not written for the job. They shrink the pool of applicants and do not reliably produce a better hire. The fix is to decide what the person must be able to do on day one.

Split must-haves from preferences

Anything in the first list is a reason to reject. Anything in the second is only a reason to rank.

Degrees and equivalence

Ask whether the skill matters more than the certificate. Where it does, write “degree or equivalent experience”. Many Nigerian adverts ask for “a BSc or HND”, which is a sensible way to stay open to both routes.

Years of experience

Describe the experience, not just the count. “Three years managing a team of five” tells a candidate more than “ten years' experience”, and it filters for the thing you need.

Certificates and languages

Ask for a certificate only if the law or the job requires it, and name the body. Ask for a language only if the role uses it, and say which one and why.

Test the list before you post

Read the requirements as a candidate with the minimum qualifications would read them. If someone who could do the job well would rule themselves out, the list is too long. Ask the hiring manager which items they would still hire without, and move those to a preferences section. The first draft of a list is almost always too long, so review it once the advert is written.

Be careful with requirements that exclude people without a reason tied to the work. Asking for an applicant's age, marital status or religion should not appear in an advert. A driving licence or a language requirement only makes sense if the job needs it every day.

• Good reason: the job requires a valid licence to drive company vehicles.
• Weak reason: a university degree for a role where a certificate is what the work needs.
• Good reason: fluent written English for client reports.