Difficulty recruiting for vacant positions has statistically been on the rise in recent years, requiring employers to revisit their recruitment strategies to achieve hiring goals.
In a recent Forbes article, research conducted by Remote shows that employers are transitioning from valuing educational qualifications to experience qualifications by 63% over the past year. This transition to a skills-based/potential approach to hiring, allows employers access to a broader set of diverse skills in talent pools that may be narrower when recruitment strategies and candidate assessments focus on educational qualifications only.
The traditional approach to hiring is centered around employers creating job descriptions that detail the essential knowledge, skills, and abilities to do a job, and assessing candidates solely on how they align. As we know in the workplace, a job is far more than a checklist of duties, it embodies various key variables that must align to achieve mutual success.
Additionally, traditional job postings are heavily written to convey the educational requirements of a position and will need to be revamped to allow for the evaluation of transferrable skills that give candidates a “shot.” Candidate assessment will must shift from the traditional interview question set to include situational/behavioral scenarios, personal attributes, cultural fit, agility, emotional intelligence, motivators, and perception of feedback/coaching.
Leveraging experience and hiring for potential, will pay off over time as employees begin to experience employers investing in their career growth. The future requires employers to change their mindset to cast wider nets. It will require experience and potential to cross paths and meet in the middle. It will be the place that employers can achieve hiring goals.
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