The U.S. labour market continues to renovate in 2022. A survey of more than 2,300 senior executives found that 65% hoped to add new permanent positions in the first half of the year. Another 33% are struggling to fill vacancies, with more than 10.8 million jobs currently created across the US. As a leading professional in shared employment, one thing we are clear about in communicating with our clients; Traditional recruitment practices are not an effective way to meet the needs of employees. Companies need to improve their approach in order to stay competitive. That means accepting skills-based appointments.
So, Leading companies are increasingly making changes to skills-based hiring, which includes many stakeholders with OneTen; Business Roundtable’s Multiple Pathways Initiative, Markle Foundation’s Rework America Alliance and more.
But the movement has no indirect information. Below we discuss some of the great myths about using a skills-based approach – and how you can deal with them to advance cultural change in your company and beyond.
Skills-based recruitment is not good for college graduates.
Skills-based hiring is not about graduating from college in thought or lowering the entry-level. It is about developing certain skills that the degree is intended to serve as their representative. In this way, qualified graduates and competent candidates in some ways can be considered both roles. This helps to make democracy an economic opportunity for all and expands the skills-inclusive companies that they can access.
Degree in degrees – they need four-year qualifications in positions that previously did not require these qualifications; has fueled a booming economy that consumes employers. Under this perspective, many high-profile jobs are not accessible to everyone except those who can afford the rising costs of higher education. This has equally resulted in talent in low-income communities, especially people of colour. Skills-based employment provides practical ways to address these inequalities and to re-elect the 66% of Americans without bachelor’s degrees; comprising more than 75% of black people and over 80% of Latinos.
Skills-based employment leads to poor employment and harms the business.
Taking a skills-based approach can lead to successful candidate testing and recruitment. Skills-based employment is five times more predictable for future employment than academic employment and 2.5 times more predictable than employment-based employment. In addition, many employers report that unqualified employees are equally productive or, in some cases, more productive than college graduates.
Additional benefits of skills-based employment include reduced staffing time, increased team member engagement, and lower levels of redundancy.
Skills-based hiring is not a real strategy for locating local talent.
So, Maybe it wasn’t long ago. Historically, hiring teams have taken the hyper-local lens in hiring efforts. With long-term job growth, employers can launch comprehensive candidate searches and find people who match the skills needed in their market.
To a large extent, this may be seen as building partnerships with staff development; organizations in resource-poor areas to establish pipelines for diversely skilled people to fill distant roles. Through these collaborations, corporations can simultaneously operate business results and financial shares.
Although designing and delivering skills-based hiring takes time and requires intentional reading and learning, your company; employees and the community will ultimately benefit. Investing in skills-based employment will now prepare businesses for a career-driven career, and create an economy where all Americans can participate effectively in that future.
Conclusion
So, Skills-based employment emphasizes candidate work skills as well as core competencies; over degrees or qualifications as the most determining factors of job success. This practice calls on recruiting teams to define the required skills and preferences in a particular field; to appropriately evaluate those skills as a means of minimizing bias in the hiring process.
