Skills-first hiring has become more and more common in the recruitment world. Skills-first refers to a practice where recruitment is not based solely on the type of job a person has done or their educational background. It values the practical skills, abilities and potential of the candidate in the longer term and in the context of the organisation’s objectives.
Skills-based recruitment
A skills-first approach can identify the genuine skills and potential of job seekers, even if they do not meet traditional job search criteria such as education, training in a particular field or previous work experience.
Of course, there are always degree or work experience requirements for some jobs for a reason, but in many roles these requirements can be a recruitment criteria out of habit rather than genuine need. If the candidate has concrete experience of working on the issue and has acquired the necessary knowledge and skills through non-traditional means, a skills-based approach will also take such candidates into account more widely, thus improving the chances of successful recruitment.
In addition to education, it is also common practice to require a specific job title or years of experience in the same position for which you are being recruited. Skills-based recruitment recognises that candidates may have skills and experience from different sectors and a wide range of different roles that are appropriate to the job. For example, operational roles can be filled by people who do not have direct experience in a similar role, but who are good at project management, have analytical skills and are focused on continuous improvement.
How can skills-based be approached?
According to a LinkedIn study, employers and recruiters who identify potential employees based on skills and abilities are 60% more likely to be successful in their recruitment than those who focus purely on work history and references (Skills-first: Reimagining the labour market and breaking down barriers, 2023).
By focusing on the skills and potential of candidates rather than on traditional criteria, organisations can achieve a number of benefits in their recruitment processes.
Increasing the number of candidates in recruitment: Skills-based recruitment can help to increase the number of suitable candidates in recruitment for the role. In direct search, recruitment consultants can use a skills-based approach to screen a larger number of potential profiles. In public advertisements, minimising requirements for specific information such as years of experience, degrees or previous titles can encourage more candidates from different backgrounds to apply for a position.
High-potential candidates: when it comes to recruitment, it can also be considered that it is rare that the best performers in a job are the ones who move from one job to a similar one. Often, the best performers in a role will have and want additional responsibilities and will therefore progress to new roles, even in the short term. If recruiting purely on the basis of work history and education, it is unlikely that the best performing candidates or those who are highly motivated for the role will be attracted. By taking a competency-based approach to recruitment, it is possible to select the most potential candidate for the role in the long term.
Long-term motivation and commitment: when a person is recruited on the basis of skills and competences, it is also a signal to the employee that you believe in their growth potential and ability to perform successfully in their role. Furthermore, when the role offers opportunities for development and growth, it is one of the best ways to keep the employee satisfied and motivated in the role for longer. This also serves as a signal to the employee that the company is also thinking long-term about their career.
An evolving organisation: a knowledge-based approach also takes into account continuous learning and development, both at individual and organisational level. Developing and investing in skills helps a company to succeed in a changing work environment and to achieve common goals through a motivated and committed work community. Through skills-based recruitment, companies are also most likely to gain new ways of working and ideas for improving their own operations.
Increasing diversity: skills-based recruitment can often appear more objective. Focusing on skills opens the door to candidates whose experience may be as valuable to the company as those who meet traditional criteria. This can reduce unconscious bias and promote organisational diversity, ensuring that fresh ideas and different perspectives enrich the company’s development.
In addition, the identification of competencies can be supported by a range of simulation or training exercises, and psychological aptitude assessments can be used to identify working styles, problem-solving abilities and leadership styles, for example.
We are happy to help you with skills mapping during and after recruitment – so please contact us.
Avainsanat
- recruiting, skills-first
Julkaistu
Ota yhteyttä
Matias Saarni
040 359 0156
matias.saarni[at]avila.fi