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Embracing Skills-Based Hiring: A Paradigm Shift in Recruiting for Professional Roles

Learn more about the 3 key benefits of skills-based professional recruitment.

In today's rapidly changing business landscape, the traditional approach of hiring based solely on experience for professional-level roles is no longer effective. With evolving job requirements, organizations need to adopt a new approach to professional recruitment. This has led to the rise of soft skills-based hiring.

This approach focuses on assessing candidates based on their skill sets rather than educational achievements or past roles. Soft skills, such as communication, teamwork, and adaptability, play a significant role in this approach. By prioritizing soft skills, companies can identify candidates who possess the necessary abilities to excel in the role today and adapt to the changing work environment. This shift also contributes to achieving diversity, equity, and inclusion goals.

Why skill-based hiring?

Here are three key benefits of skills-based hiring:

  1. Expanding the candidate pool
    Skills-based hiring expands the pool of potential candidates beyond those with traditional experience. This broader approach opens opportunities for individuals who may not have the specific experience but possess the transferable skills required. By recognizing the broader capabilities of candidates, organizations can tap into a more diverse talent pool, driving innovation and fresh perspectives.
  2. Benefits and objectivity
    Moving away from an experience-focused approach towards skills-based hiring brings objectivity and a consistent understanding of the capabilities within the workforce. It allows organizations to assess candidates based on their abilities to perform the job at hand rather than relying solely on past experiences. This shift ensures that the recruitment process remains relevant and adaptable, ultimately leading to better hiring decisions.
  3. Leveraging data for success
    Assessing candidates for skills during the recruitment process is just the beginning. The data collected throughout the hiring process becomes a valuable asset for onboarding, development, career pathing, and creating a talent marketplace within the organization. By understanding the skills present within the workforce and identifying gaps, organizations can make informed decisions regarding upskilling, reskilling, and future recruitment.

By prioritizing soft skills, companies can identify candidates who possess the necessary abilities to excel in the role today and adapt to the changing work environment.

To effectively identify experienced hires, it is crucial to engage with line managers and current employees in those roles. This interaction allows organizations to gain a deep understanding of the current requirements and align their recruitment process accordingly. Ongoing communication with those on the front lines becomes essential as roles continue to evolve.

As roles evolve, organizations must adapt their recruitment strategies to meet the changing needs of their businesses. Embracing skills-based hiring offers a way forward, focusing on transferable soft skills rather than solely relying on experience. By understanding how roles have changed, expanding the candidate pool, and leveraging talent data, organizations can ensure they have the right professionals in place to drive growth and success in a dynamic environment. The effort invested in this transition is undoubtedly worthwhile for the long-term success of businesses.

SHL’s Professional Hiring Solution helps you measure the job readiness, fit, and potential of experienced hires. Book a demo with us and let us help you revolutionize your talent strategy!

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Matt Kirk

Matt Kirk leads SHL’s Global Early Careers, Professional, and Managerial Solutions from the head office in the UK. He has worked within the industry for over 20 years, started with SHL in 2004, and spent nearly 10 years partnering with some of the world’s biggest and most admired brands to design and implement award-winning solutions. Prior to his return to SHL in 2021, Matt spent over six years at Korn Ferry PLC. Matt’s experience includes conceptualizing, creating, and productizing Talent Acquisition platforms and recruitment solutions that incorporate candidate sourcing, chatbots, AI, talent insights, assessments, and video interviewing.

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