# Ways to enable a more accurate assessment of what a candidate can bring to the company
For decades, human resources teams have used college degrees and professional experience as a proxy for skills in hiring new employees for their organization. As companies look to hire relevant talent for the future and strive to increase the effectiveness of their hiring process, there has been a surge in the adoption of skills-based hiring.
Nearly three-fourths of employers say they used some form of skills-based hiring last year, up 56 percent from 2022, according to a recent survey. However, while most HR professionals have heard of a skills-based approach to hiring, they may not know how to assess whether it is a good fit for their organization or how they can get started.
The Benefits of Skills-based Hiring
Focusing on skills means evaluating candidates for the capabilities needed to be effective in the job they are applying for. A skills-based approach to hiring helps mitigate bias caused by defaulting to college degrees and experience to infer the skills needed for the role. Rather than hiring individuals who graduated from popular universities or worked at big-name employers, focusing on skills allows for more individuals who come from less traditional backgrounds to be considered and hired.
These individuals may be self-taught, have obtained a certification instead of a degree, or have skills from experiences that otherwise could be overlooked. By broadening the aperture of what a candidate brings and focusing the assessment on skills, a company can increase the size and diversity of its candidate pool.
Getting Started with Skills-based Hiring
Three steps can help you implement skills-based hiring in a way that feels manageable and is tailored to your organization’s needs.
- Understand what skills your organization needs
- Embed skills into the hiring process
- Make sure everyone is following the process
Read the full article in Talent Acquisition Excellence magazine with HR.com.
