How To Roll Out Skills

Skills-based talent management has been a hot topic lately. Its popularity has grown because employers are exploring new ways to improve their hiring and talent management strategies following the Great Resignation.

While skills-based talent management is not new, it is more popular than ever. Various industries use it with great success, including tech, education, and manufacturing. This concept involves shifting away from degree and experience-centric talent management principles in favor of skill-based alternatives.

When used strategically, skills-based talent management can reshape the way you train staff and help you promote the next generation of organizational leaders. However, in this guide, we will focus on how you can apply skills-based talent management to your hiring practices. Hiring better will lay the foundation for future upskilling efforts while also helping you protect the future of your business.

If you want to roll out a skills-based hiring initiative, we recommend you start by:

Reconsidering Your Current Job Postings

Take a glance at any current job postings on your company website or third-party employment pages. How many include a bachelor’s degree or three years of relevant work experience?

Are these criteria listed under the “required” or “preferred” section of the posting? If they are listed as required, think of all the prospective candidates who fail to apply because they do not meet one or more of these pedigree-focused criteria.

While some positions require applicants to possess a degree, significant work experience, or both, this is not always true. Take a critical look at your current job postings. You may see that many of your descriptions fixate on certifications, degrees, and other things that do not align with skills-based talent management principles.

When reworking your job postings, consider listing “like to have” attributes under the “preferred” section.

For instance, suppose you need to hire a data analyst. When creating your job posting, you could list things such as a degree in data analytics as preferred criteria. You could then prioritize skills such as knowledge of statistical methods, data visualization, and writing code for data analysis by including them as required talents. 

Identifying Essential Skills for Vacant Positions

After identifying deficiencies in your current job descriptions, you should sit down with your team to determine the most important skills for your organization. Naturally, your list of essential skills will include job-specific talents. For instance, a mechanical engineer will need to possess the ability to comprehend 2D drawings and understand mechanical forces.

However, make sure that you do not neglect soft skills. Soft skills are non-technical abilities that are not directly related to a specific profession. While soft skills may not be a core component of a particular position, they are often essential to a person’s success with your organization. Common examples of soft skills include communication, attention to detail, numerical reasoning, and multitasking.

Even the most talented candidates may not be able to function as part of your team if they lack important soft skills.

For continuity’s sake, let’s use a mechanical engineering candidate as an example again. If your talent management strategy only measures an applicant’s job-specific abilities, you may hire a great engineer who cannot effectively communicate with others or relay important information clearly. As a result, their overall value to your company is diminished significantly.

Implementing Skills Testing

The final stage of your skill-based hiring roll-out strategy is to adopt skills tests as part of your candidate screening process. Skills tests allow you to accurately measure a candidate’s skills and learned abilities. These skills tests are remotely administered, which can expedite the candidate screening process and reduce the number of interviews your hiring team needs to conduct.

When selecting which skills tests to use, screen for job-specific abilities and general aptitudes. For example, you could administer a soft skills test like Attention to Detail and then a more technical skills test such as Mechanical Engineering Skills.

Combining these two skills tests would help you gain actionable intelligence regarding the abilities and talents of engineering applicants to make informed hiring decisions.

How eSkill Can Help You Expedite the Process

Skills-based talent management is an excellent way to improve your hiring process and acquire top talent. However, implementing a skills-based hiring strategy can be quite challenging, especially if you attempt it alone.

You should consider partnering with a premier online skills testing provider like eSkill. As our client, you will have access to hundreds of skills tests, a user-friendly assessment dashboard, and countless educational resources that can help you seamlessly roll out your talent management plan.

Are you ready to improve hiring outcomes by implementing skills-based talent management? Request a demo to see how easy it is.

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