The global recruitment market is seeing massive change, upskilling and reskilling have taken the spotlight when hiring talent. These transitions require major shifts in thinking about how hiring and employee development are completed.
Shifting to a skills-focused approach is an essential solution that employers must adapt to if they want to evolve their workforce. Employers and talent often don’t realise that the skills they have for one job can be easily transferred to another, so using a skills-based hiring process can easily highlight these hidden gems.
Evaluating employees and new hires based on their skillsets instead of their work history can help level the playing field. It also makes talent pools more diverse and often makes hiring more effective.
Here are three ways companies can implement a skills-based approach to hiring new employees.
Future-proofing employees' career paths and arming them with the skills required to adapt to changing work can accelerate growth and development. Providing the right tools for employees often helps to quickly fulfill changed business priorities. Cross-functional learning can also go support future career paths, encouraging managers to find out what other areas of the company their employees are interested in learning about will help them participate in cross-functional meetings and projects.
Supporting these learning programs not only shows your employees that managers invested in their future, but they also open different pathways for growth internally and can evolve into new career paths.
Opportunities to learn and grow have emerged as the strongest driver of work culture, so executives and managers should make it clear that ongoing education is integral to personal career growth. To help foster a learning culture, promote employees to block out calendar time for learning each week or month.
Investment in learning will pay off for employees' careers and the organisation, giving specific guidance in employee growth plans. Rewards, whether monetary or internal kudos, can boost employee participation considerably and executive and manager participation is a must. It’s crucial to lead by example, even putting the most recent course watched below an email signature signals to employees etc.
Our traditional recruiting processes tend to only focus on certain types of education, experience, or personal referrals that can lead to an old-fashioned workforce.
By rethinking job descriptions and focusing on the results an organisation would like to see, rather than the type of qualifications and aid managers' ability to highlight the desired skills and a candidate’s ability to perform certain tasks.
A skills-based approach to the hiring process, diplomas and titles can sit alongside assessments, certifications, endorsements, and other alternative methods for determining the capability and fit of a candidate. What’s more, by focusing on skills, employers can increase the size of their talent pools, allowing them to pinpoint quality applicants for hard-to-fill roles.