Written by Salary.com Staff
August 31, 2023
Talent is the lifeblood of a company. Hiring the right people with the skills to get work done is critical to success. But the traditional hiring process is not cutting it anymore.
Resumes do not actually tell whether someone will be good at the job. Candidates are getting savvier at interviews.
Companies need a talent acquisition strategy that focuses on skills, not credentials.
When a company makes skills a priority and finds new ways to assess candidates, they open up the candidate pool, gain valuable insight into people's abilities, and make better hiring decisions. This approach, known as skills-based hiring, is the future of recruiting.
Keep reading to learn how to build a winning talent acquisition strategy that will help hire candidates based on skills.
Defining Talent Acquisition
Talent acquisition refers to the process of recruiting, hiring, and onboarding employees. For skills-based hiring, it is all about finding the right talent with the ability to get the job done.
To build a winning strategy:
With a skills-based approach to hiring and an efficient talent acquisition process, companies can build a team with the skills to drive the business forward. Focus on what really matters - potential, skills, and fit - and the rest will follow.
Skills-based hiring focuses on a candidate's abilities to perform a job, rather than their credentials or work experience. Here are ways to understand it better:
Evaluating skills
Assessing candidates must not depend on where they went to school or who they have worked for in the past. Companies must evaluate the skills and strengths they currently have that match the role. This includes technical skills and soft skills like communication, problem-solving, and adaptability.
To decide if a candidate has the skills for the job, use tools like:
Focusing on skills opens opportunities to a wider range of best candidates. This also set the stage for a more capabilities-driven, lifelong learning culture within the company. Skills-based hiring is the future of recruiting, so it is best to get on board now to build a winning strategy.
Building an effective talent acquisition strategy for skills-based hiring requires evaluation of the company’s current approach. Some key questions are:
Examining the current talent acquisition strategy with a critical eye will reveal prospects for improvement. Look for ways to perfect the hiring process and source higher quality candidates. Ensure that the hiring team has the same understanding of the skills requirements and ideal candidate attributes.
Making advances in these areas will help build a talent acquisition strategy focused on skills, competencies, and finding the best match for the company’s needs.
Companies must also need to find which skills will be most critical for future success.
Analyze Key Drivers
Look at the key drivers to decide where skill gaps exist or are likely to appear. Examine trends in the industry and company to find areas of future growth. For example, if a company is expanding into new product lines or technologies, the skills to support those plans will be in high demand.
Review the current team’s abilities and experience levels. Note any weaknesses or shortages in key roles. Look for ways to fill those gaps through training and development or by hiring new talent.
Accept that as priorities and technologies change, the skills, and talents the company needs will also evolve. Build in regular reviews of key skills and talent needs to keep the acquisition strategy aligned with the company’s goals.
A skills-based hiring approach requires a solid idea of the abilities that drive performance and innovation. Analyze critical company needs and growth opportunities. Gain valuable insight into the skills critical for success. Use that knowledge to build a workable strategy for attracting and hiring the right talent.
Once companies have the right mindset and team in place, it is time to develop a skills-based hiring process. This means:
Look for candidates with the abilities and skills to do the job. Ask questions to assess problem-solving skills, critical thinking, collaboration, and other soft skills. Prioritize skills that match company values and goals.
Describe the skills and work activities. Highlight prospects for growth and learning. This helps candidates understand the role better and appeals to lifelong learners.
Be open to candidates with alternate backgrounds who have the right skills and motivation. Offer mentorship and on-the-job training.
Consider potential and passion. Choose candidates who are eager to learn and improve. Offer learning opportunities to help everyone enhance their skills.
The key elements to building a winning talent acquisition strategy focus on skills. Companies can rework their job descriptions and candidate screening to highlight abilities over credentials. It can help tap into new talent pools and be open to non-traditional candidates. Skills are the currency of the future, so companies must make skills-based hiring a priority. With the right strategy and mindset, they can gain a key competitive lead by hiring for skills.
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