Preferred vs Required: How to Write Job Descriptions That Attract Better Talent
Most job descriptions read like compliance checklists — every possible skill and credential lumped under “requirements.”
But smart employers know there’s strategy in how you label qualifications. The distinction between required and preferred skills can mean the difference between a posting that attracts top performers… and one that repels them.
Required vs. Preferred: What They Really Mean
Before refining a job description, it helps to define both terms:
Required qualifications are non-negotiable. Without them, a job seeker literally cannot perform the job’s essential duties safely or effectively.
Example: “Experience operating CNC machinery” or “Ability to read and interpret blueprints.”Preferred qualifications are enhancers. They help an employee ramp up faster or perform more effectively, but they’re not mission-critical for day one.
Example: “Experience with Epicor ERP” or “Bachelor’s degree in Supply Chain Management.”
Getting this balance right isn’t just about accuracy — it’s about accessibility and inclusivity. Overstating “requirements” can unintentionally discourage qualified candidates from even applying and in some cases be deemed discriminatory.
The Hidden Problem with Overusing “Required”
May job descriptions over-index required skills, often listing everything as mandatory.
This approach carries real costs:
It shrinks your candidate pool.
Studies show candidates, especially women and underrepresented groups, are less likely to apply unless they meet nearly every listed requirement. By labeling every skill as “required,” you lose qualified, coachable talent before they even click “Apply.”It creates unnecessary hiring bottlenecks.
Many technical competencies (like ERP familiarity or machinery calibration) can be trained within weeks. Demanding prior experience for every system or process delays hiring and frustrates managers.It sends the wrong cultural message.
A job posting packed with rigid requirements signals a rigid workplace. Candidates increasingly want environments where growth, adaptability, and learning are valued.
How to Use “Preferred” as a Competitive Advantage
Using “preferred” strategically tells candidates: “We know what’s essential, and we’re willing to train for the rest.”
Here’s how to structure your listings to project that mindset.
1. Link “required” to core function, not familiarity.
If it’s essential to safety, compliance, or production, it belongs under “required.”
✅ Required: Ability to follow manufacturing SOPs and safety guidelines.
⚙️ Preferred: Familiarity with ISO 9001 or Six Sigma methodologies.
2. Use “preferred” to show growth potential.
Preferred skills signal where the role could evolve.
✅ Required: 3+ years in materials planning or scheduling.
⚙️ Preferred: Experience implementing Epicor or Infor ERP — a pathway toward systems analyst or operations roles.
3. Only require what can’t be trained quickly.
If a skill can be developed in 60–90 days, it likely belongs under “preferred.”
✅ Required: Understanding of warehouse safety procedures.
⚙️ Preferred: Proficiency with handheld scanners (training provided).
4. Express culture through your “preferred” list.
Preferred skills can reinforce company values like continuous improvement or collaboration.
⚙️ Preferred: Interest in process improvement and cross-functional teamwork.
Sample: Modern Manufacturing Job Description
Job Title: Production Planner
Required:
3+ years’ experience in manufacturing scheduling or production coordination
Strong Excel and data analysis skills
Ability to interpret work orders and manage cross-department communication
Preferred:
Experience using Epicor Kinetic, Infor Syteline, or similar ERP systems
Exposure to lean manufacturing or continuous improvement processes
Associate’s or Bachelor’s degree in Business, Supply Chain, or Engineering
This layout communicates that your company is structured yet flexible — and that you’re willing to invest in talent who can grow with your technology stack.
Why It Matters for Today’s Workforce
As automation and AI reshape operations across the manufacturing sector, how you define job readiness is part of your competitive edge.
Rigid, overstuffed job descriptions slow down hiring. Clear, strategic ones, where required and preferred are thoughtfully divided, attract adaptable candidates who align with your long-term goals and company mission.
Your job postings aren’t just hiring tools. They’re brand statements about what it takes to succeed on your team.
Main Line Talent Insight
At Main Line Talent Group, we help employers clarify what’s essential, trainable, and transformational in every role.
By redefining “required” and “preferred,” companies can improve their talent attraction strategy, generate more applicants, and promote a growth mindset in the workplace.
For tips on how to filter candidate applications faster, check out our recent blog post, 5 Ways to Filter Candidate Applications Faster.
👉 Ready to refresh your job descriptions? Let’s optimize how you define what matters most.
Schedule a consultation with MLTG today!
