What HR needs to do to make skills-based hiring a success

In many sectors, traditional hiring models are being transformed by a new emphasis on skills-based hiring—where internal and external candidates are evaluated based on the work that needs to be performed and how well their skills match up to mastering that work, rather than their backgrounds.

While getting such a strategy off the ground can be tricky, it can yield significant benefits for a range of HR outcomes, according to a panel of HR experts who spoke earlier this week on “Skills and Rewards: Breaking from the Confines of Jobs” at the WorldatWork conference in San Diego.

This emerging model is different than the traditional process of hiring based on prior experience and education, and thus creates new responsibilities for HR. For example, HR professionals need to identify the work that needs to be accomplished and which skills can help bridge that gap—and then, most importantly, which candidates may have those skills.

Despite the work involved in creating a skills-based organization, the desire to do so is strong among employers.

It turns out 90% of business executives worldwide are actively experimenting with skills-based approaches across a wide range of workforce practices, according to Deloitte, which surveyed 1,200 business executives across the globe.

And 89% of these executives say skills are important for the way organizations are defining work, deploying talent, managing careers and valuing employees, the survey notes.

Why companies are moving to a skills-based model

When polling session attendees on why they are interested in a skills-based operating model, 40% of survey participants pointed to workforce agility. That choice represented the largest group, though the panelists noted there are a number of advantages of shifting to a skills-based system..

For instance, when HR professionals look at jobs through a skills lens, they can overlay and correlate a candidate’s or employee’s skills and see new jobs for them, driving internal mobility, says Molly Leeds, senior principal with Mercer’s career business and a panelist. This can be a particular draw as organizations in today’s uncertain economy look to curb external hiring costs.

There can also be benefits when it comes to total rewards, as drilling a job down to the skills needed to do the work can help in setting salary ranges, she adds.

Continue reading full article here.

Or if you are ready to learn how Jobspeaker can help you move to a Skill-Based Hiring Approach, schedule a demo today.

author avatar
wp-admin

You May Also Like…

2024 Human Progress Report

2024 Human Progress Report

Our findings indicate that upskilling increasingly mirrors the importance of formal education. With the rapid evolution and obsolescence of skills,
individuals globally voice the need for continuousskill acquisition.

read more

Company

About

Terms of Use

Privacy Policy

Help + Tips

FAQs

Blog

How it Works

Contact + Press

Contact

Press Kit

News & Stories

Do Not Sell Request

Follow Us For the Latest Updates

Yes! We have a plug-and-play job board – but we offer so much more!

Ability to manage and scale quality hands-on learning experiences.

Finally, a way to make curriculum mapping easy! Jobspeaker maps your curriculum to skills employers demand. Then Skills Mapping™ guides learners to programs that teach the skills needed for their dream job.

Automatically built from a student's completed coursework. It showcases what a student has learned, earned, and how it relates to employment.

Our products bridge the education-to-workforce talent pipeline through an AI data-driven platform matching in-demand skills to career pathways.