Today’s recruitment market has changed completely. The number of degrees a candidate earned is hardly the best and end-all measure of job suitability. Most organizations are looking beyond educational qualifications and recognizing the value of candidates’ skills and competencies as the new currency for future success.
Several factors are driving the shift toward skills-based hiring, including the ever-changing nature of the workforce, the rise of automation, and the demand for companies to become more agile and adaptable to stay competitive.
Understanding the Concept of Skills-based Hiring
Skills-based hiring refers to talent acquisition that focuses on hiring employees based on a candidate’s skill set instead of their educational qualifications and past roles. The hiring emphasizes practical and working knowledge for employees. Besides, it prioritizes what an applicant can do rather than academic achievements. Instead of asking for their years of experience and degree, the best human resource management in Thailand look for capabilities, such as reaching an expert level in excel.
Rather than eliminating qualified applicants since they do not belong to the desired background, organizations focusing on skills-based hiring consider hard and soft skills for screening candidates. The easiest way to implement skills-based hiring involves a skill assessment or job audition. Several organizations integrate skill assessments early in their screening process. It ensures that they are focusing more on those candidates qualified to perform. Through skills-based hiring, recruiters can overcome the major challenges organizations experience in traditional hiring.
Top 5 Strategies to Implement Skills-based Hiring in Your Organization
If you follow traditional degree-based hiring processes at your organization, you aren’t alone and do not need to overhaul all your processes in one go. Like everything else, your transition to skills-based hiring requires preparing a strategy in a phased manner and having all the stakeholders on board all the time.
Enlisted are some best practices your organization must implement when making the change.
Reconsider your job descriptions
Are you still focusing on job requirements or the must-have credentials? If yes, it is high to change it and focus more on the responsibilities and outcomes you are promoting. Mention the kind of performance you expect from the chosen candidates and the skills they require to use daily. It helps the candidates analyze if their skills match those needed for the role without bothering if they possess the listed credentials.
Change the ATS filtering
Although the strategy seems obvious, it is easy to forget. When screening for specific skills, ensure that your ATS can filter resumes for particular terms associated with the skills. Consider using words that indicate the desired results for the role, such as growth, leadership, and efficiency. Remember to remove your existing screening parameters that target years of experience and education.
Test skills early during the hiring process
Since you emphasize skills above other screening parameters, you must ensure that you can test or verify a special skill early during the hiring process. You can leverage digital credentials to verify whether your candidates have specific skills. However, it isn’t necessary that you can scale across all roles. You can also consider including a basic skill assessment to test core competencies in candidates.
Focus on the skills during the interview
Hiring the best HR services in Thailand helps you determine whether a candidate possesses the adequate skill set for the job. Therefore, you must encourage interviews to weed out more information about the candidate’s skills and past performance. To do so, you could use structured interview questions that prove candida tes’ specific skills and workflows. You can even ask for specific work samples and results that help map your candidates’ skills for the particular domain. Your other team members can join the interview to analyze the candidates’ skills, knowledge, and competency levels.
Conduct job auditions
After conducting the interview, you can ask your candidate to complete a real-world task demonstrating their skillset. It is the final round of screening to ensure that the selected candidate possesses the competencies your organization and the job role requires. It includes tests for hard skills, such as writing, data analysis, and coding, and soft skills, such as communication, presentation, collaboration, or a combination of the two.
Conclusion
Skills-based hiring requires reconsidering your organization’s hiring process and perception of success. Although challenging, the results from the business and people’s perspectives are worth the effort. Talent Intellect emerged as a leading talent partner in Asia Pacific Region, striving to transform traditional HR processes into automated workflows using the latest technology. With a holistic approach, the organization takes employee engagement to the next level, helping businesses to drive maximum ROI by creating the best employee experience.
