Skills-based hiring: The key to HR's recruiting woes
"In this day and age, people are learning and acquiring skills in many different ways," says TheSoul Publishing's Patrik Wilkens.
It’s graduation season, and this year’s graduates should have no problem landing a job. But today’s workers don’t need a shiny new diploma to open doors to new career opportunities. Even before the current talent shortage, employers had been shifting their talent management approach to focus more on skills.
These days, apprenticeships, certificates and experience can employees far in their career journeys, and employers are keen to meet the demand for ongoing learning and career development opportunities–especially if it means keeping talented workers from leaving the company.
Related: ‘Alternative credentials’ taking on more importance in the workplace
Companies that haven’t made the switch in their hiring practices are potentially losing out on a key source of talent. But where to start? Patrik Wilkens, vice president of operations at TheSoul Publishing, recently shared some thoughts with BeneiftsPRO.
What’s driving the shift from education-based to skills-based hiring?
There are several reasons for the trend shift from education-based to skills-based hiring.
More and more, we’re seeing workplaces evolve to become more people-focused, transparent and progressive. With this, companies are realizing they can find talent in unexpected places and that college recruiting—or looking specifically for degrees—might not guarantee finding the strongest talent. In this day and age, people are learning and acquiring skills in many different ways; we’re seeing a rise in coding camps and other non-degree certifications for roles in software development and design, among other fields.
These new education programs focus on the skills people will need in the workplace for the field of their choosing and allow people to dig deep into those skills. For employers, this means companies know that the talent they are hiring from these training programs have specific skills that could be implemented day one on the job. This isn’t to say that it should either be a four-year degree or a certification, but rather that companies are sourcing talent in many ways—college recruiting, coding or training camps, apprenticeship programs and other learning backgrounds.
Also, I believe part of it comes down to the talent shortage and the challenges companies are having filling open roles. A four-year degree is incredibly expensive, and not something that everyone can afford. Removing a four-year degree as a requirement for every role opens the talent pool to more potential candidates and also makes it more inclusive.
Are degrees still important?
Yes, I believe degrees are still important. While I am not a college graduate, many of my colleagues at TheSoul Publishing had great experiences and learning opportunities during their time in school, and have brought those into the workplace. Also, certain professions require a degree and always will. Anyone working in the medical or legal field requires years of education and training to practice safely and effectively. Many HR roles also require formal degrees and certifications as well; people looking to enter those fields will need that formalized education.
Why is looking at skills more important than degrees? Do you think this trend is here to stay?
A four-year degree does not guarantee that a candidate will have a certain work ethic or skill set, and with technological innovation, many of the necessary workplace skills have evolved. Someone who graduated from college ten or more years ago may never have seen the software we use today in the corporate setting. Skills are what we put into practice every day at work, but a diploma alone can’t get a job done.
I think the trend of looking at skills more than degrees is absolutely here to stay. Now that we’ve widened our net when recruiting, it leaves opportunity for more job seekers and new ways of thinking that will pay dividends for the companies that employ these tactics.
What soft skills do you think are most attractive to hiring managers?
In our industry, versatility and creativity are paramount. If a candidate can pair those skills with passion and commitment, they are likely a great hire. While hard skills are teachable, these are much more difficult or nearly impossible to train for. That’s why we specifically look for candidates that possess these skills when making hiring decisions.
How has TheSoul Publishing changed its job requirements?
Instead of listing a bachelor’s degree or master’s in job requirements at TheSoul Publishing, we note that candidates should have high growth agility and adaptability. As for experienced hires, we keep in mind candidates’ past projects and competencies including business acumen, the ability to make decisions in a state of uncertainty, and using a fact-based approach.
We also look for talent who can work well within our culture, which is built around communicating without emails and meetings and requires autonomy. Employees at TheSoul Publishing must be able to embrace asynchronous communication methods and have the ambition required to motivate themselves, meet deadlines and maintain productivity while working independently and collaboratively. Assessing candidates this way has allowed our team at TheSoul Publishing to grow quickly and effectively and to foster a strong culture that helps our employees to thrive within the organization.
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