With AI tools in abundance for candidates today, most will bring a well-written resume, making it even harder to decide who to progress. And with 1 in 2 Generation Z candidates likely to hold a university degree, it’s becoming much more challenging to evaluate candidates on qualifications alone.
Enter skills-based hiring. This form of hiring focuses on the transferable skills and competencies that will see a candidate succeed. It opens the door to candidates who may otherwise be excluded on qualifications or experience. And it may just be the secret to finding your next top performer and future-proofing your hiring strategy.
Here’s how to refine your hiring strategy to focus on skill.
#1 Understand the skills you need
This step involves going beyond the task requirements to consider the skills that will drive a candidate’s success. Most roles will require both hard skills, job-specific abilities and soft skills, such as communication, leadership, adaptability and problem-solving.
There will always be non-negotiable hard skills, such as programming languages for a software developer. But when you dig deeper, you may find areas where soft skills are more important than certification or direct industry experience.
One approach is to consider a current or previous employee who thrived in a similar role. What mix of hard and soft skills drove their success? Many hard skills can be taught on the job, but it’s much harder to teach someone to solve problems or think critically.
#2 Look at other industries that rely on the same skillsÂ
If you’re looking for someone who can thrive in a fast-paced and agile environment, consider what other industries develop relevant skills. For example, someone who has spent several years in a high-pressure retail environment is likely to possess customer service skills, the ability to multitask under pressure, and a knack for quickly assessing and resolving problems. These skills can translate effectively to various roles, including administrative positions, project management or even sales.
This is one of the areas where an experienced recruiter adds significant value. Recruiters see skill sets across diverse industries and can guide you on what to look for. (The best recruiters also have an innate ability to understand cultural fit, which can be make or break for your new hire!)
#3 Review your job ad
Now that you know your skill mix, revisit your job ad. Are you talking directly to your ideal candidate? Is there any language that might exclude them?
An area to consider is the use of the term ‘preferred’. Many employers use this against qualifications, such as university degrees, that they don’t consider a requirement. The problem is that it can have exactly the same effect.
If a job seeker doesn’t have the qualification or experience, ‘preferred’ is just as likely to turn them away because they assume they’ll be on the back foot from the outset.
If it’s not required, consider whether it should be in your job ad at all, as it will likely reduce your candidate pool (and potentially see you miss out on your next superstar!).
#4 Design the interview around the core skillsÂ
The interview is your chance to gain real insight into the candidate, so make sure your questions are designed to uncover more. You can use your traditional situation, task, action, result (STAR) questions, but do so with a clear understanding of what you want to learn from them.
When hiring someone with transferable skills, it’s also essential to understand their approach and attitude to learning, as they will need to learn on the job. Simple questions that can give you valuable insight include: What was the last skill you learned? How did you approach learning it? How did you apply it in your role?
#5 Use the reference check wisely
The reference check can also be a chance to uncover further insight. If you’re looking for a specific skill set, ask about it! For example, you can say: This role will involve significant problem-solving. In your experience, how does the candidate approach challenges?
This question gives the referee some context and will likely lead to more direct insight into the specific skills you want in your new hire.
Hiring for skills will future-proof your hiring process
As our workforce evolves, it’s crucial for the hiring process to keep pace. By prioritising specific skills and competencies, organisations can make more informed, long-term hiring decisions.
As technology evolves, the skills required for many roles are changing too. What was a ‘must-have’ qualification yesterday may not be relevant tomorrow. A skills-based approach can help you attract candidates ready to grow and adapt with your business.
If you’re ready to explore how skills-based hiring can transform your recruitment process, contact the National Workforce team. Our expert consultants are dedicated to helping you find the right talent to drive sustainable success.
