3 Ways To Embracing A Skill-Based Hiring Framework In Your Organization
The marketplace has become highly dynamic and is spilling over with numerous startups and organizations struggling to establish their brand. And, the real metric to evaluate the success of a company is determined by the quality of employees it has under its umbrella.
This is the reason why the job of employers is quite challenging. Considering the transformation happening all over the market, these professionals also have to modify their hiring framework in order to sync it with the specific requirements.
Earlier, the hiring experts judge applicants majorly on their performance in the interviews or academic qualification. This conventional hiring method can still be practised for hiring candidates for junior level positions.
But this approach isn’t appropriate for identifying the best professionals seeking mid-level roles. For the seamless screening of such applicants, the employers should embrace a skill-based hiring framework. But what’s this approach and how to incorporate it into your organization’s workflow? Let’s look at the answers to all these questions.
What Is A Skill-Based Hiring Framework?
Traditionally, employers assess the academic qualification and credentials of applicants in order to make a final call for hiring them for mid-level jobs. But the current scenario demands hiring managers to go beyond the specified work history and educational experience of such applicants and assess them on the basis of their real work experience.
This is the skill-based hiring framework where evaluation of candidates does not happen primarily on the basis of assessing their qualification and credentials. But hiring executives pay attention to their specific experience and relevant skills.
How Skill-Based Hiring Framework Was Born?
According to a report produced by the State of American Jobs revealed that 54% American professionals believe continuous training and inculcating new skills throughout their work life is indispensable to keep up with changes in the workplace and remain employable.
This is a mutual urge that the majority of mid-level professionals across the globe are craving for. The extensive competition in the hiring domain is the main reason behind this thought process.
In addition, several advanced technologies such as Artificial Intelligence (AI), Machine Learning (ML) are also emerging at a fast pace which requires professionals to actively participate in learning and enhancing niche expertise throughout their career. Nowadays, these technologies have automated several tedious and mundane work of the employees which is why they get an opportunity to focus more on performing productive tasks and putting efforts to boost their expertise.
All these reasons when combined are responsible for the employers to gradually shift and adopt the skill-based hiring framework for screening candidates for mid-level positions. Also, hiring professionals have started to redesign the entire way in which they shortlist applicants, enhance work opportunities for the underemployed ones, and rehire the displaced professionals.
What Are The Three Ways In Which You Can Embrace The Skill-Based Hiring Framework?
Now, we are well aware of the fact that skill-based hiring framework is an effective method with which employers can find and hire the best talent from the pool, for instance when hiring a developer. But the real challenge is how to figure out the major ways to embrace this framework? Let’s look at the three of them.
- Modify The Way Of Summarizing Specific Job Requirements & Assessment Of The Soft Skills Of The Applicants
It’s extremely easy for employers to assess the applicants on the basis of the hard skills required for a particular position. But they should also figure out ways to screen them based on their soft skills needed to perform the role seamlessly.
For example, you can design questionnaires and work trials in order to evaluate the aptitude and values of the applicants and consider the outcomes as an integral metric to judge the efficiency level.
In addition, it’s a good idea to provide the potential candidates with work trials where it’s easy to assess them on the basis of their communication skills and ability to work in a team. Also, this is important for applicants so that to judge whether the employer and the working culture is appropriate in accordance with their personal preferences.
- Going Beyond Tracking Credentials & Mapping Candidates Based On Their Additional Skills
Conventionally, the majority of employers verify and track all the credentials and formal degrees of the applicants in order to make a final hiring call. But this approach can be tweaked slightly so that to maintain a detailed track of on-demand expertise these candidates have acquired through accomplishing small courses.
This is an ideal method to screen technical applicants such as product managers as they are habituated to survive in a dynamic environment where new technologies and tools keep coming over the horizon every day. Employers can examine the training and certifications these candidates have undergone in order to find the perfect fit for the opened position.
- Avoid Assessing Applicants Only On The Basis Of Their Grades Or Overall Percentage
It’s true that the specific academic qualification of the applicants plays a major role in helping employers shortlisting the ones with an exceptional record. But in today’s marketplace, this shouldn’t be the only criteria for effective evaluation.
There are a few areas where the educational qualification is a yardstick for hiring professionals such as accounting, medicine, engineering, etc. But it’s much more important for screening the entry-level candidates or fresher.
But in the domains where a candidate is required to be impeccable in communication, problem-solving, and analyzing concepts you can give second priority to the grades or overall percentage. Moreover, judge candidates on the basis of their core skills and genuine experience gained during their professional journey.
The skill-based hiring framework should be incorporated in the majority of the organizations and they should train their hiring professionals to seamlessly operate in a consolidated skills evaluation and accreditation setting.
Author Bio:
Anubhuti Shrivastava is a content crafter at Arkenea, a custom software development company helping entrepreneurs and businesses build successful web and mobile apps. She is passionate about writing articles on topics related to design and the software development industry.
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