Tran­si­tion to Skills-Based Hir­ing for For­tune 500 Tech Company

The Problem

# Aligning Teams and Processes for a Skills-Based Hiring Transformation

A leading technology company’s goal to transition to a skills-based hiring framework required not only the integration of skills into recruitment but also a standardized approach to hiring across the organization. This shift presented a complex change for the Talent Acquisition (TA) team and hiring managers. While the initial assumption was that hiring managers would face the greatest impact, further analysis revealed that recruiters were the most heavily affected, as their daily workflows would undergo substantial transformation. Additionally, the organization had faced past challenges in managing change, necessitating robust support to foster alignment, readiness, and adoption across all levels.

Our Approach

# Tailored Support for Recruiters, Leaders, and Hiring Managers

Propeller’s change management lead began by defining the specific changes required for a skills-based hiring process, capturing every shift from the current to the future state. This included a detailed analysis of impacted groups, from recruiters to hiring managers and identifying tailored support strategies for each. After recognizing that recruiters would be the most affected, Propeller tailored communication, training, and resources to meet their needs while providing self-paced training for leaders and interviewers who were less directly impacted. Throughout the engagement, Propeller worked closely with the project team to anticipate challenges and refine strategies, ensuring a smooth transition for all stakeholders.

# Services Provided

• Actionable Recommendations
• Change Management Strategy + Execution
• Change Impact Assessment
• Training Design & Delivery
• Communication Planning
• Survey Design
• Metrics and Reporting

Value Delivered

# High Adoption and Improved Hiring Efficiency

The transition to a standardized, skills-based hiring process was successfully implemented with high early adoption and positive feedback. The Vice President of Talent Acquisition praised the change management efforts, stating it was the best they had experienced. Initial indicators show strong adherence to the new process, high levels of readiness and enthusiasm among team members, and early signs of a more efficient hiring cycle.