Data reveals the power of skills-focused job posts
According to a report released on June 21, job postings on LinkedIn that include a wide range of relevant skills in the requirements section have proven to attract more applicants and achieve higher conversion rates.
The report, based on recent LinkedIn data, reveals that job posts which specifically list skills are associated with an 11% increase in the view-to-apply rate. This rate represents the percentage of candidates who view a job posting and then proceed to click the “apply” button.
LinkedIn co-authors Greg Lewis, a Senior Content Marketing Manager, and Jamila Smith-Dell, an Insights Analyst, suggests that one explanation for this improved conversion rate is that including skills makes it easier for candidates to envision themselves in the open role, even if they haven’t previously held that specific position. Lewis points out, “Including skills in your job description can make it easier for candidates, most of whom have listed skills on their LinkedIn profiles, to find opportunities that align with their abilities.”
The data from LinkedIn also indicates that job listings that prioritize skills appear to facilitate internal mobility within companies. Businesses that predominantly use skills-based job posts enjoy an 11% higher rate of internal job transitions compared to those companies that do not specify skill requirements.
Emphasizing skills-oriented job postings can benefit companies in both external and internal hiring, according to Lewis. Breaking down a role into its required skills enables hiring managers and recruiters to identify existing employees possessing the necessary skills or find suitable candidates from outside the organization. Similarly, current employees may recognize their own skills that match a job posting or envision themselves excelling in a new role based on the listed skills.
LinkedIn highlights that skills-first hiring represents a significant shift in the labor market. As per their data, 75% of recruitment teams and talent professionals prioritize this approach in the coming year. However, some companies have been slow to adapt, while certain job candidates have encountered difficulties in showcasing their qualifications. Recent reports indicate that hiring platforms may lack relevant fields to capture information about skills, credentials, and non-degree training—a factor hiring managers should consider when using applicant tracking systems.
Consequently, acquisition and retention teams may also explore skills-first options among their current employees. Many organizations are currently focused on upskilling and reskilling their workforce this year. Several companies, especially in the IT sector, have increased their reliance on training and certification, shifting their attention towards developing the skills of existing employees rather than hiring external consultants.
