5 Non‑Negotiables to Define Before You Post Your Job

One of the biggest mistakes hiring managers make in today’s saturated market is posting jobs that are too vague. Without clarity, you’ll get flooded with unqualified applicants and waste weeks sorting through resumes that never should have landed in your inbox. The solution? Define your non‑negotiables before you post. By knowing exactly what skills, experiences, and qualities are essential, you help recruiters, HR partners, and candidates self‑filter. The result: fewer resumes, but far better matches.

Why Defining Non‑Negotiables Matters

• Recruiter Alignment: HR recruiters may not know the nuances of instructional design or L&D. Clear non‑negotiables give them a sharper lens.
• Faster Hiring: By cutting out noise early, you move strong candidates through the funnel faster.
• Candidate Experience: Applicants who see clear must‑haves are more likely to self‑select in or out, saving everyone time.

The 3‑List Framework: Must‑Haves, Nice‑to‑Haves, Trainables

Before you open the job post, sit down with your team and create three lists:

1. Non‑Negotiables (Must‑Haves)

These are the skills, experiences, or credentials without which the candidate simply cannot succeed in the role. Think of them as “deal breakers.”

Examples:

• Demonstrated instructional design experience with a strong portfolio.
• Accessibility knowledge (WCAG standards, remediation skills).
• Ability to work with SMEs and stakeholders in a corporate environment.
• Fluency in at least one major authoring tool (Articulate Storyline, Rise, Captivate, etc.).

Tip: Keep this list short—3 to 5 items maximum.

2. Nice‑to‑Haves

These are desirable, but not essential. They may differentiate top candidates, but you won’t rule someone out for lacking them.

Examples:

• Experience with xAPI or advanced learning analytics.
• AI‑assisted design workflows.
• Experience designing in multiple modalities (ILT, eLearning, microlearning, AR/VR).

3. Trainables

These are skills you’re willing to develop in a new hire. They’re often technical or emerging skills that can be learned quickly on the job.

Examples:

• A specific LMS or authoring tool unique to your organization.
• Internal processes or content operations.
• Emerging AI or multimedia tools that can be learned with support.

The Power of Clarity

When you clearly define these three lists:

• Recruiters know how to screen more effectively.
• Interviewers know what to prioritize in conversations.
• Candidates self filter in and out.

The result is a tighter, faster, and more confident hiring process.

Practical Tips for Writing Non‑Negotiables

• Be specific, not broad. Instead of “strong communication skills,” write “experience facilitating SME interviews and translating input into learning objectives.”
• Focus on outcomes. Rather than “experience with Storyline,” say “has designed and launched Storyline courses used by at least 200 learners.”
• Align with the role’s future. If AI or analytics are becoming priorities, add them now—even if you’re still building capacity internally.

Example Breakdown

For an “Instructional Designer, Accessibility Focus” role:

• Must‑Haves: Accessibility expertise (WCAG 2.1), ID portfolio, stakeholder management, Articulate proficiency.
• Nice‑to‑Haves: AI workflows, data/analytics familiarity, project management certification.
• Trainables: Your specific LMS, internal review process.

In today’s market, clarity is your edge. By defining non‑negotiables before you post, you cut through applicant overload, help recruiters deliver better candidates, and set your team up for faster, smarter hiring decisions. Don’t let your next posting become another inbox flood—get clear before you go live.

Ready to post? Use Teamed’s Job Board to define and share your non‑negotiables.