This is a practical tool designed for hiring managers to use before they post a role.

The goal of this worksheet is to break the habit of copy-pasting old job descriptions. It forces the manager to justify every bullet point to ensure you are hiring for ability, not just pedigree.

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The “Proof Over Pedigree” Skills Audit Worksheet

For Hiring Managers: Use this worksheet to stress-test your current job description. The goal is to strip away outdated proxies (like arbitrary degree requirements or inflated years of experience) and identify the actual, verifiable skills needed to succeed on Day One.

Role Title: _________________________

Date: ________________

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Part 1: The “Proxy” Stress Test

Traditional job descriptions rely on proxies—things we assume mean a candidate is qualified. In a skills-based approach, we challenge those assumptions.

1. The Degree Requirement

• Current Requirement: What degree level is listed? (e.g., “Bachelor’s degree required”)
• The Challenge: Is this degree a legal or regulatory requirement for this specific role (e.g., Nursing, CPA, Civil Engineering)?
  • [ ] YES (Keep the requirement.)
  • [ ] NO (Continue below.)
• The Skills Pivot: If a candidate did not have this degree, but had a portfolio of work proving they could do the job, would you interview them?
  • [ ] YES -> Action: Change the requirement to “Bachelor’s degree OR equivalent practical experience.”
  • [ ] NO -> Self-Reflection: Why not? Are you using the degree as a lazy filter for “general intelligence” or “work ethic”?

2. The “Years of Experience” Trap

• Current Requirement: (e.g., “Must have 3-5 years of experience with Python.”)
• The Challenge: Could a highly motivated person who spent the last 18 months building intensive, real-world projects outperform someone who spent the last 5 years using the skill passively once a week?
• The Skills Pivot: Instead of time served, what outcome do they need to have achieved?
  • New Requirement: “Must have a demonstrated ability to ship deployed Python code in a production environment.” (Focus on the quality of the experience, not the quantity of time.)

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Part 2: The Essential vs. Trainable Audit Table

List your current job responsibilities below. For each one, apply the “Day One” test.

The “Day One” Test: If a new hire cannot do this task without hand-holding on their very first day, it is an Essential Skill. If they could learn it within the first 30 days with basic shadowing or an online course, it is a Trainable Skill (and should not be a barrier to hiring).

Current JD Bullet Point / Requirement	The “Day One” Test: Is this needed immediately, or can it be learned in 30 days?	The Underlying Skill: What is the actual human ability needed?	How do we verify this without looking at a degree or previous job title?	Verdict (Circle One)
Example: “Manage our Salesforce instance.”	Essential. We don’t have time to teach CRM basics.	Data hygiene, process workflow management, CRM architecture.	A short, practical assessment test or walking through a previous implementation portfolio.	Essential / Trainable / Fluff
Example: “Proficient in Microsoft Excel.”	Trainable. They just need to know VLOOKUPs.	Basic data organization.	Ask them to solve a quick data problem during the interview.	Essential / Trainable / Fluff
Requirement 1:				Essential / Trainable / Fluff
Requirement 2:				Essential / Trainable / Fluff
Requirement 3:				Essential / Trainable / Fluff
Requirement 4:				Essential / Trainable / Fluff
Requirement 5:				Essential / Trainable / Fluff

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Part 3: The “Nice-to-Have” Filter (Removing Barriers)

Review your list of “soft skills” and secondary tools. A long list of requirements scares away qualified talent—especially underrepresented groups who tend to only apply if they meet 100% of the criteria.

The Question: If a candidate was perfect in every other way but lacked this specific item, would we still hire them?

• If YES, move it to a “Preferred Qualifications” section or remove it entirely.
• If NO, it must remain an essential requirement.

Items moved to “Preferred” or Removed:

1.

—–

2.

—–

3.

—–

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Part 4: The Final Rewrite Action Plan

Based on the audit above, summarize the changes for the recruiter.

• Old Degree/Experience Language to Remove:
• New Skills-Based Language to Add:
• The Top 3 Essential Skills We Must Test For in the Interview Process (The “Proof of Work”):1.2.3.