6 Skill-Based Hiring and Recruitment Best Practices

In Part 1 of this series, we discussed how skills-based hiring offers a lot of advantages for employers. This approach is very different from requirement-based hiring, which often includes strict requirements like a college degree or work experience. It can expand the potential talent pool, produce better matches between applicants and roles, and even reduce turnover.

However, skills-based hiring involves more than just adding relevant skills to the job description, although that’s obviously important. It requires employers to rethink how they approach finding and placing job candidates across the board.

Here are six of the best skills-based hiring practices that can make the recruitment process both easier and more successful.

1: Define the skill you’re looking for

This is foundational. To hire based on skills, you must understand the skills required for the job role. This may involve HR, the hiring manager, and perhaps other team members collaborating.

The goal is to ensure the identification of every skill associated with a given role. Particularly, focus on generating a list of skills that each candidate should possess right from their first day on the job.

2: Validate skills

This is another fundamental practice. For a skills-based hiring process to succeed, it's crucial to thoroughly verify that the job applicant has the required skills.

This process involves various aspects. First, it includes evaluating resumes to ensure they contain clear indicators of relevant skills. Second, it involves using interview techniques that specifically focus on skills. Lastly, it involves modifying the method of contacting and questioning references to gather insights about the applicant's skills.

3: Update training to be skills-based

You may initially focus your hiring on skills needed from the start. However, what about the skills employees will need to develop over time? Define the ideal skillsets (not just the minimum necessary) and use those to put together training plans.

This training can also help current staff improve their skills or gain new ones. This establishes an internal pathway for promotion and workforce growth.

4: Update job descriptions

Many hiring managers will just copy and paste the previous job descriptions into new job listings. To make sure that you don't include outdated requirements, create new job descriptions that don't require years of experience or degrees. Also, make sure that your website clearly states that you are encouraging candidates without degrees to apply for skill-related positions.

5: Expanding sourcing channels

You should also expand your sourcing channels to include community colleges, training organizations, social media, and other recruitment channels. These sourcing channels can help you develop a talent pipeline. If you’re not sure where or how to expand your recruitment channels, consider getting assistance from specialists. Dedicated recruitment services or a Professional Employer Organization (PEO) can provide valuable guidance in talent management or acquisition.

6: Update your approach to interviews

Skills-based hiring requires skills-based and behavioral interviewing. When conducting interviews, the main goal is to understand the candidate's skills and how they've put them into action. This may involve talking about past projects, situations, or experiences that showcase their skill set.

Real-life examples can help you assess if the candidate is suitable for the job. Additionally, they can provide insights into how the candidate could contribute to your company's growth and success.

Key Takeaways

Skills-based hiring involves more than adding relevant skills into job descriptions, though that is certainly crucial. This approach requires employers to rethink how they approach the entire candidate selection process.

The six recommended practices for skills-based hiring mentioned offer a framework to simplify and improve the recruitment process:

1. Define the skill you're looking for
2. Validate skills
3. Revise training for skills
4. Update job descriptions
5. Expand sourcing channels
6. Revamp interview approach

By adopting these practices, businesses can align their hiring process with the evolving needs of the job market. This promotes a more efficient, effective, and adaptable approach to talent acquisition. Further enabling them to secure the right talent to address their changing needs and challenges.

CoAdvantage is a leading Professional Employer Organization (PEO) for small and medium businesses. Our expertise lies in HR, benefits, payroll, compliance, and more. If you're looking to implement a skills-based hiring strategy that emphasizes growth, don't hesitate to connect with us today.