Skills-based hiring is an innovative new approach which is helping to reshape talent acquisition. This strategy is precisely what it sounds like—placing a direct and unwavering focus on candidates' skills, irrespective of the conventional pathways through which these skills were acquired. By adopting this progressive methodology, organisations are afforded the opportunity to unearth a host of untapped talent, often found among candidates who may deviate from the traditional mould, including those who lack a formal college or university education.
Today, many forward-thinking organisations have recognised the inherent value of skills-based hiring as a valuable component of their talent acquisition strategy. Whether consciously or intuitively, they have embraced this paradigm shift, realising the benefits of assessing candidates based on their demonstrable skills rather than relying solely on established pedigrees. Consequently, the demand for role-specific skills assessments has skyrocketed, assuming an integral role in the interview process.
While we can breathe a collective sigh of relief as the pandemic recedes into our rear-view mirror, its enduring impact reverberates across the globe. In reflecting on the aftermath of this generational event, it becomes evident that the pandemic, coupled with other global dynamics, has indelibly transformed the landscape of work and the pursuit of talent. In this new era, adopting a skills-based hiring approach emerges as a strategic imperative, enabling employers to not only broaden but also diversify their talent pool, thus giving them significant competitive advantages. Amidst this paradigm shift, the traditional markers of talent evaluation are being redefined. Employers are recognising the need to pivot from a narrow focus on academic qualifications and past achievements to a more discerning assessment of candidates' skills and abilities.
While the pursuit of candidates holding a third-level degree, particularly in specialised or technical domains, is not inherently flawed, this modus operandi is slowly shifting across many industries. Relying solely on degree qualifications to evaluate candidates is gradually becoming a thing of the past as companies are now placing greater emphasis on identifying candidates possessing the precise skills they require. This shift aims to establish optimal alignment between the selected candidate and the role, resulting in a streamlined onboarding process and heightened job satisfaction. Consequently, this approach positively contributes to reduced turnover rates within organisations.
As previously mentioned but which bears repeating, adopting a skills-based approach to recruitment significantly expands the talent pool available for filling vacancies. In a time when organisations frequently encounter challenges in filling open positions, a larger pool of potential candidates translates into better prospects for hiring success. By isolating a candidate's specific skills from their prior work history, it becomes evident that numerous skills can seamlessly transfer across roles, even in seemingly unrelated domains.
Embracing the skills-based hiring approach not only empowers organisations to consider the most suitable individuals for a given role, it also fosters inclusivity and social mobility, particularly benefiting candidates from less-advantaged backgrounds. By removing obstacles, organisations can attract and nurture talent from diverse and underrepresented communities, creating opportunities for greater equality and fairness in the hiring process.
At Intellect, we take pride in our commitment to understanding the unique needs of our clients and diligently connecting them with exceptional candidates who fulfil their skill requirements, irrespective of their backgrounds. Implementing a skills-based approach to hiring is a gradual process and cannot be accomplished overnight. However, there are several proactive steps your organisation can take as it embarks on this journey.
Even though the pursuit of a skills-based hiring approach may appear self-evident, it is not uncommon for organisations to include an abundance of "nice to haves" in their job descriptions. These can encompass formal educational backgrounds or a desired number of years of experience in a similar role. However, by conducting an honest assessment of the essential skills required for the position and streamlining the job description to focus on the "must haves," employers will experience a notable increase in the number of suitable candidates applying for vacancies.
Placing excessive emphasis on these aforementioned "nice to haves" can inadvertently deter otherwise qualified candidates who may not possess all of these arbitrary prerequisites, leading them to forgo applying altogether. Instead, invest the time to thoroughly outline the responsibilities of the role and paint an accurate picture of a typical day, accentuating the specific skills necessary to excel in the position. At Intellect, this is a core service we offer to our clients. Through a bespoke consultative process, we uncover exactly what skills are needed to elevate organisations to the next level and craft job descriptions designed to attract amazing talent.
When organisations begin a skills-based hiring approach, it is crucial to be mindful of potential unconscious biases that can inadvertently steer them towards candidates that fit a certain mental template, such as those with degrees from renowned institutions or previous experience in prestigious companies. It is essential to remember that the skills-based approach prioritises skills over educational background. If educational qualifications are not an essential requirement for the role, it is advisable to refrain from inquiring about them.
Unconscious biases can manifest in even more subtle ways, such as a candidate's name. In Ireland, as well as many English-speaking Western countries, name bias, for example, can subconsciously influence employers to favour candidates with Anglo/Irish-sounding names. This bias in a country benefiting from an increasingly diverse population can act as a limitation, denying organisations access to a wider range of skills, experiences, cultures, and perspectives. The most insidious thing about unconscious biases is that they are just that: unconscious. Even with the best of intentions to avoid having these internal organisational biases influence hiring decisions, if they aren’t known then they cannot be avoided. Working with a talent acquisition partner like Intellect eliminates the risk of artificially constraining the first stage selection pool. Through adopting a collaborative partnership approach, we aren’t afraid to push back against our client’s perceived status quo on our shared journey to empower their team to greater heights.
The reliance on a candidate's past performance, whether in academia or their professional trajectory, has traditionally been a way for employers to ascertain their level of competence. However, in the transition to a skills-based approach, employers must redefine their practices by incorporating skills-based tests as a standard part of the recruitment process. While the specific nature of the test may vary among companies and even different roles within the same organisation, its ultimate purpose should be to provide the employer with a clear indication of a candidate's ability to perform the job effectively.
One straightforward method is to directly request candidates to demonstrate their proficiency in the required tasks associated with the role. It is important, however, to consider that implementing such tests may introduce additional logistical complexities to the recruitment process. Adequate planning and adjustment of resources should be accounted for to accommodate the inclusion of skills-based assessments while ensuring a smooth and efficient hiring process.
While this article has been devoted to the value of integrating a skills-based approach to hiring, as every employer knows, what makes a great employee extends past their direct skill proficiency. Strong communication skills and the capacity to collaborate as part of the team, particularly in today’s era of hybrid work, are essential factors yet can be exceedingly difficult to identify or quantify beyond a general “hunch”. At Intellect, we can offer additional services to our clients, including emotional quotient assessment and interpretation services, to unearth a candidate’s emotional and social competencies to highlight how these, in addition to demonstrable skills, may be valuable to a role.
The past few years have undeniably brought unprecedented disruption to the job market, necessitating a shift in the ways employers seek and recruit new employees. By embracing change, forward-thinking employers can seize new opportunities and cultivate a competitive edge. Adopting a skills-based hiring approach not only ensures that organisations attract the right individuals for the job but also broadens the talent pool, fosters diversity and resilience within the workforce, and opens doors for aspiring professionals to enter their desired fields.
If you’re interested in learning more about what a skills-based hiring approach can do for your organisation, don’t hesitate to leave your details below and one of our experts will be in touch for a no-cost, no obligations discussion.
Copyright ©2022 Intellect. Made with by Energy Communications
