Technology is advancing at an unprecedented rate, and with it, corporate competency and skill requirements are constantly evolving.
However, the education system often lags behind these changes, resulting in a disconnect between what is taught in universities and what is actually required in the workforce. This leads to a significant number of college graduates struggling to find employment.
In light of this, many companies are turning to skill-based hiring processes, rather than relying solely on college degrees.
This allows them to assess candidates based on their actual abilities and potential, rather than their academic credentials.
By doing so, they can ensure that they are hiring the most qualified and capable individuals, regardless of their educational background.
- According to a survey by the National Association of Colleges and Employers (NACE), 88% of employers cite “demonstrated skills and knowledge” as the most important factor when making hiring decisions.
- A study by the Manpower Group found that 42% of employers globally struggle to fill job vacancies due to a lack of skilled candidates.
- A report by Burning Glass Technologies revealed that jobs requiring specific skills, such as coding or data analysis, are growing at a faster rate than those requiring a college degree.
- According to the World Economic Forum, 65% of children entering primary school today will ultimately end up working in jobs that don’t yet exist.
Overall, it’s clear that the traditional approach to hiring based on academic degrees alone is no longer sufficient in today’s rapidly-evolving technological landscape. Companies must consider implementing a skill-based hiring process to ensure that they are hiring the best qualified and capable individuals to meet the demands of their industry.
“The Inconsistency of Degree-Based Hiring: Why It’s Time to Rethink Your Hiring Strategy”
“Why Relying on Reputation is Not Enough: The Limitations of Degree-Based Hiring”
Degree-based hiring is a common practice among companies, but it has its flaws. One of the most significant issues with this approach is the lack of consistency in terms of stream, specialization, course curriculum, and content.
Evaluating candidates based on their marks alone can make it difficult to quantify or define the base of their qualifications. With the rise of online and distance-learning programs, the quality of education can vary greatly.
Some companies rely on the reputation of the institute or university a candidate attended, providing preference to students who graduated from specific institutions.
However, even this approach has its limitations, as it is difficult to assess a candidate’s potential based solely on their academic credentials.
New Age Skills Requirement
In today’s world, candidates need skills that are not taught in the corporate world. Those skills include-
- Ability to work under pressure
- Time Management
- Working in a team
- Data Analytics
Corporations are looking forward beyond college degrees and focusing more on the candidate’s attitude during the hiring process.
The Solution: Skill-Based Hiring
- Assessing the Abilities that Matter: How Skill-Based Hiring Can Benefit Your Company.
- Predicting Performance: The Advantages of Skill-Based Hiring.
Skill-based hiring, on the other hand, focuses on assessing a candidate’s abilities in areas that are directly relevant to the job, such as aptitude, problem-solving, coding skills, communication, and writing.
By using psychometric tests, companies can reasonably predict a candidate’s behavior in terms of working in a team, leadership ability, and innovation.
The Future of Hiring: Skill-Oriented Assessments
- Meeting the Needs of Today’s Job Market: The Importance of Skill-Oriented Assessments.
- Making Informed Hiring Decisions: How Skill-Oriented Assessments Can Benefit Your Company.
Skill-oriented assessments focus on practical, application-oriented knowledge, which is essential for companies in today’s rapidly changing job market.
By assessing a candidate’s ability to apply their knowledge in real-world situations, companies can make more informed hiring decisions and find employees who can hit the ground running and make an immediate impact.
Creating a Skills-Based Hiring Process: A Step-by-Step
- Defining the Skills that Matter: The First Step in Implementing Skills-Based Hiring.
- Measuring Skills Accurately: The Key to Successful Skills-Based Hiring.
Implementing skills-based hiring at your organization can seem daunting, but it’s a process that can be broken down into manageable steps.
The first step is to define the basic things that need to be measured, such as the must-have skills for a particular job and the competency level of current employees.
This will help you determine what the competency level of future employees should be and how to measure those skills accurately using skill assessments.
Building the Tools for Skills-Based Hiring
- Creating Online Assessments: A Key Component of Skills-Based Hiring.
- Experimenting with Tests: How to Gauge the Performance of Current Employees.
The next step is to come up with online assessments for each skill and experiment with these tests on your own employees.
This will help you gauge the performance of your employees and set up benchmarks for the filtration criteria during the hiring process.
To ensure that the skill-based assessments are accurate, it’s important to involve your HR departments and functional department leaders, such as those in sales, marketing, finance, technical support, and technology development.
Putting Skills-Based Hiring into Practice
- Evaluating Candidates: How to Use Skills-Based Assessments to Make Hiring Decisions.
- Tracking the Effectiveness of Skills-Based Hiring: How to Measure the Success of Your Process.
Once the assessments have been created, they should be administered to all suitable job applicants. This will allow you to easily evaluate candidate performance against your benchmark criteria and decide whether to conduct further skill assessments or move on to an interview round.
To track the effectiveness of skills-based hiring, it’s important to evaluate the performance of new hires after 6 months. This will give you an idea of how well the skills-based assessments are working and if any changes need to be made to the process.
Online Skill Assessment Types
Here is a list of useful and effective ways to assess candidates during the Hiring Process-
- Aptitude Test
- Domain Specific Tests
- Communication Skill Tests
- Coding or Programming Skill Test
- SQL / Database Skill
- Writing Skill
- Oral Skill Test
- Logical Reasoning Test
- Data Analysis Skill Test
- Data Interpretation Skill Assessment
- Thinking Skill Assessment
- Business Skills Assessment
- Leadership Skill Assessment
- Industrial Behavior Assessment
- Out of the Box Thinking assessment
- Voice Assessment Test
- English Language Aptitude Test
- Mathematics Aptitude Test
- Audio Interviews
The Benefits of Implementing Skills-Based Hiring in Your Organization
1. Say Goodbye to Degree-Based Hiring
Skills-based hiring allows you to evaluate candidates based on their actual abilities and qualifications, rather than just their academic credentials. This means that you can find the best fit for the job, regardless of where they went to school or what they studied.
2. Assess Candidates More Accurately
By using skill-based assessments, you can get a better idea of a candidate’s actual abilities and qualifications. This can help you make more informed hiring decisions and avoid costly mistakes.
3. Improve Employee Performance
By hiring employees based on their skills, you can ensure that they have the abilities and qualifications necessary to excel in their roles. This can lead to improved employee performance, higher job satisfaction, and lower turnover rates.
4. Use AI Question Generator Tools
AI question generator tools can accelerate your competency-based assessment creation process. These tools can help you create unique question banks in multiple-choice, descriptive, and case-study formats, tailored to your specific domain.
5. Track Effectiveness
By tracking the effectiveness of your skill-based assessments, you can continuously improve and refine your hiring process. This can help you attract and retain top talent, which is essential for the growth and success of your organization.
In conclusion, the use of online skill-based tools can greatly improve the hiring process for organizations.
By standardizing skill assessments, organizations can save time and money on face-to-face interviews and scale the hiring process more effectively using technology.
Implementing a skills-based approach can lead to more accurate assessments of candidates and ultimately, better hiring decisions.
It is important for organizations to understand the benefits and implement these tools in their hiring process to attract and retain top talent, which is essential for the growth and success of their organization.
Swapnil is a seasoned Information Technology expert with over 15 years of industry experience. He is a well-versed digital thought leader in the education sector and has made meaningful contributions to the field through his work on cutting-edge EdTech platforms.
As a knowledgeable reader and insightful writer, Swapnil regularly shares his expertise on the latest technology trends and developments in both the education and IT sectors.
Swapnil is the visionary founder of Splashgain, a leading Education Technology company in India. Under his leadership, Splashgain has made significant strides in developing innovative solutions for examinations, proctoring, digital admissions, and more.
By collaborating with educational institutions, universities, and corporates, Splashgain is driving the use of AI to transform the education and corporate sector and has already filed a patent for an AI-powered product that is set to disrupt the industry.