Many organizations are turning to skills as the foundation for building their talent strategy. With skills at the center of your talent strategy, leaders plan around the organization’s skills and needs, candidates are evaluated on skills, and employees are enabled to grow and develop skills critical to the organization’s success. In doing so, companies gain access to a richer and more diverse candidate pool, improve employee engagement through internal job mobility and growth, and facilitate more agile team-based work that drives business outcomes.
The first step to a talent strategy centered on skills is often to adopt a skills-based approach to hiring. This hiring model has soared in popularity in recent years, with 73 percent of employers saying they used some form of skills-based hiring last year, up from 56 percent the year before, according to a recent survey. With skills-based hiring integrated effectively across the organization, the natural next step is to extend the skills-based model across the entire employee lifecycle and ask yourself: How will we promote these new employees? How will we enable their development? And how will we think about filling roles internally?
Regardless of where you start, a talent strategy founded on a skills-based model can accelerate the organization’s ability to anticipate, react to, and plan for transformational change. It can be hard to know how to initiate this journey, but a few steps can help you leverage a skills-based approach to keep up with the rapidly evolving needs of your organization.
# 3 Steps to Leverage a Skills-Based Approach
- Document each employee’s skills and skills needed for each role.
- Leverage technology to support a skills-based approach at scale.
- Ensure a successful rollout of the skills-based approach.
Read the full article with Training magazine here.
