Best Practices for Skill-Based Hiring

Having worked as an executive recruiter for 20 years, I've gained valuable insights into what it takes to attract top talent. In today's competitive job market, it's essential for companies to implement effective strategies to stand out and appeal to high-caliber professionals. Here are five impactful ideas to achieve this goal: 1. Highlight Your Employee Value Proposition (EVP) Your Employee Value Proposition (EVP) is a key differentiator in attracting top talent. Clearly communicate the unique benefits, growth opportunities, and vibrant company culture that distinguish your organization from others. Prospective employees need to understand why joining your company would be a rewarding and fulfilling experience. 2. Embrace "Culture Add" Instead of solely focusing on cultural fit, prioritize "culture add" when recruiting. Look for candidates who can contribute new perspectives and strengths to your team, fostering diversity and driving innovation within the workplace. Encouraging new employees to share their ideas and experiences can significantly enhance your company culture and performance. 3. Prioritize Skills Over Degrees Shift the focus of your hiring process from traditional education-based criteria to skills-based recruitment. Identifying candidates with the specific skills required for the role aligns with the evolving job landscape. Companies that prioritize skills, knowledge, and experience during the hiring process tend to outperform those that do not. 4. Develop Detailed Candidate Personas Crafting detailed candidate personas provides valuable insights into the motivations and aspirations of potential employees. This allows for tailored recruitment strategies to effectively engage and attract the right talent for each role. Collaborating with your hiring team to develop a detailed persona of the ideal candidate for a given role can have a significant impact on the quality of hires. 5. Strengthen Employer Branding and Enhance Candidate Experience Enhance your employer branding efforts by leveraging employee referral programs, showcasing your company culture on social media, and offering competitive salaries and benefits. Additionally, prioritize delivering an exceptional candidate experience from application to onboarding. In today's information-rich environment, prospective employees often research companies online, making an engaging social media presence and a strong employer brand essential for attracting top talent. By integrating these strategies into your hiring approach, you can position your organization for long-term success by attracting top talent and fostering a culture of excellence and innovation in today's job market. SnapDragon Associates, LLC #hiring #companyculture #recruitingagency

Let's talk about #Hiring 🤝 Most people use the "gut feel" method and it's not good. It leads to biased hiring and bringing on bad-fit candidates. Instead, build a process that encourages *objective* evaluation. Here's ours at @draftdev: 1. Create a List of 3-4 Essential Job Skills Everything else stems from these. 2. Create the Job Listing and Application Form List the essential skills and the expectations as well as perks candidates get. Use your application form to help you weed out people who don't read the job listing. 3. Set Compensation We use fixed, transparent compensation and hire globally. I don't want to waste candidates' time if we're not able to meet their salary expectations and I don't think it's fair to underpay someone just because they live in another country. 4. Build a Candidate Pipeline You need 30+ candidates for every role to have a basis for comparison. If you don't get enough applicants, either: - Spend more to promote the job listing or - Raise the compensation 5. Resume/Application Screening Use your application form and work history to evaluate the potential for your job's required skills. Pick your top 10%-25% of candidates to invite to the next step. 6. Mini Assignment Assignment-based evaluations are core to our hiring process. The first is a 30-minute email-based assignment that gives the candidate an idea of what the job entails and us an idea of how the candidate communicates and responds. 7. Screening Call By this point, we're down to the top 5%-10% of candidates and we invite them to a 30-minute call. Questions are pre-planned and based on assessing the required skills. End by "selling" the opportunity and leaving 5 minutes for candidate questions. 8. Paid Trial Assignment The next assignment is longer (2-6 hours of work) and the candidate is paid for their work. The goal is to imitate a day in the life in this role, giving us and candidates a better idea of the fit and skills. 9. Reference Checks Only once have I gotten a negative reference about a candidate. I hired them anyway and regretted it. Don't skip/ignore these. 10. Offer Letter Should include: - Potential start date - Salary/other comp - Job description - Manager - Hours/week expectation - Acceptance deadline We give 3-4 days to accept so we don't lose other candidates during the wait. Hope this helps, but of course, there's much more to it! Leave your questions in the comments and I'll share more.

#SkillsFirst is not just a rallying cry – it is a powerful talent management strategy. It is also one of the greatest levers employers can pull to advance economic #opportunity and mobility.    But, as I told Emily McCrary-Ruiz-Esparza for Quartz, dropping degree requirements is just the first step. Shifting to skills-first means rethinking #recruiting, #hiring and #promotion practices, too.    My team at Grads of Life has worked with employers of all sizes and industries on this shift. The companies that are leading the way on this work understand that it is a journey. They also do these eight things:   1. Start small, focusing on existing skills-first champions.   2. Identify culture changes to be made, training hiring managers on pedigree bias and other discriminatory behavior. 3. Make their position clear in job postings: No degree required. 4. Avoid tokenism, focusing on the skills and contributions of skills-first hires, rather than their degree status. 5. Recruit proactively, going beyond the traditional #talentpipeline to look at high schools, community colleges, and workforce training programs like Year Up. 6. Clearly articulate the skills needed for their jobs. 7. Rewrite job descriptions and interview rubrics to emphasize those skills. 8. Measure progress – because what matters, gets measured. Building a more inclusive workforce matters. Increasing access to economic opportunity and mobility matters. #Skills matter. https://lnkd.in/eRi5kBkV   #SkillsFirstHiring #FutureOfWork #Business #TalentManagement #Opportunity  

Navigating the employment market in the U.S. can be a daunting task. Despite our efforts in meticulously editing our CVs and tailoring cover letters for prospective jobs, success in the #recruitment process often hinges on 𝐡𝐨𝐰 𝐭𝐡𝐞 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐝𝐞𝐬𝐢𝐠𝐧𝐬 𝐭𝐡𝐞 𝐚𝐜𝐭𝐮𝐚𝐥 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭. Having recently undergone a positive recruitment process, I am eager to shine a spotlight on how Elisabeth Cohen of the Climate Action, Sustainability and Resiliency - City and County of Denver executed equitable hiring practices. 𝐒𝐞𝐧𝐝𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 𝐀𝐝𝐯𝐚𝐧𝐜𝐞: Sending interview questions in advance is a good practice as it allows candidates to prepare thoroughly, fostering more thoughtful and well-structured responses. This approach promotes #fairness, ensuring all candidates have an #EqualOpportunity, while also reducing interview-related stress. 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 (MBI): Prioritizing MBI extends beyond evaluating technical skills, offering insights into authentic enthusiasm, passion, and commitment. In certain instances, possessing relevant skills alone may not suffice; individuals overflowing with enthusiasm and passion often contribute to work with equal or greater efficacy. 𝐒𝐤𝐢𝐥𝐥𝐬-𝐅𝐢𝐫𝐬𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: By prioritizing 𝘤𝘰𝘮𝘱𝘦𝘵𝘦𝘯𝘤𝘪𝘦𝘴 over traditional markers, CASR paved the way for candidates from diverse backgrounds. 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: From the first screening interview onwards, it became evident that the hiring manager strongly prioritized transferable skills. Recognition of the value of transferable skills speaks volumes about CASR's commitment to assessing candidates beyond traditional qualifications. It's a game-changer that not only acknowledges the wealth of experiences individuals bring from various backgrounds but also enriches the organization with diverse perspectives and capabilities. 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: The CASR team demonstrated effective communication with candidates throughout every stage of the process. Transparency was key – from a clear timeline at each stage to ample time for tasks, the CASR Team ensured no guessing games about application status. Feeling #seen, #heard, and #valued throughout the entire journey was an empowering rarity. 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: The recruitment process fostered a secure and inclusive atmosphere, allowing the candidates to bring their authentic selves. CASR's recruitment practices are a beacon for other organizations aiming to create inclusive and equitable hiring processes. Hats off to the CASR Team for their unwavering dedication to Diversity, Equity, and Inclusion (#DEI). Encourage more organizations to embrace these practices by sharing and commenting on this post, thereby raising awareness on #EquitableHiring practices.

A bad hire can cost you 30% of their annual pay, according to the Department of Labor. I think it’s usually even more. Here is how. Last year a founder came to me distraught after his first seasoned sales hire had gone wrong. The hires salary was a big investment, but the anticipation for increasing revenue and growth was justifying it. After three months, the salesperson had only brought in 1 or 2 leads. Another three months later and revenue was less than $10K. In a word, this was a disaster. It set the business back and delayed projected growth by a year, not to mention the cash flow issues it caused or the mental impact on the founder and other team members. If you calculate the time spent hiring the person, 6 months compensation, and a year of delayed growth/revenue, then you can how the cost of a bad hire can be even more than 30% of their compensation. It's easy to point fingers at new hire, but as a business owner, it’s your responsibility to minimize hiring risks and avoid the revolving door. Here are 9 best practices that I urge you to follow for hiring and onboarding: 1- Clearly define the role. 2- Set performance objectives. 3- Assess their domain knowledge: how much do they know about your services, niche, and market? 4- Background: make sure you understand the size of the companies they have worked in and the size of clients they have worked with. Also make sure their expectations of systems, processes, and support align with your company's operations. 5- Determine the type of contract and compensation. 6- Decide if you want to hire junior or experienced talent and adjust your expectations accordingly. Junior hires draw a lower salary and can bring new energy but will need more hand holding by you. Conversely, a senior hire commands greater compensation but can hit the ground running. A general rule here: if you’re hiring for something that you don’t know much about or can’t afford to have someone learn everything from scratch, hire a senior person. 7- Work out non-competes, non-disclosures, and other legal considerations for your industry. 8- Once hiring is completed, invest the time to onboard them and get them up to speed on your services as well as your internal systems, processes, and policies. 9- Highlight the importance of continuous learning; this way, they stay vigilant and competitive. Are there other best practices I am missing? Let me know and leave a comment below so other founders and hiring managers benefit too. Sign up for the Daily Advisor for more best practices:  https://lnkd.in/e5kHksep #hiring #sales #consulting #entrepreneurship

The biggest mistake managers consistently make is hiring candidates who demonstrate teachable knowledge over ones who have innate skills. Some roles require previous, applicable skills. But often managers prioritize prior experience at a company that did things the same way “we” do them here. Or in the same market space. At any and every level. Experience-based hiring has ramifications far beyond an individual role. It shrinks the talent pool to the detriment of women, particularly in fields like technology (https://lnkd.in/eq69VEHt). When I’m hiring for roles on my team, I deprioritize teachable knowledge and experience like: ● Target market and approach. ● Presentation design (other than any obvious misspellings). ● Public speaking (at least in regard to presenting in the workplace). I also don’t pay attention to previous job titles, only responsibilities. What I do prioritize: ● Managing successfully through ambiguity. ● Comfortable with trial and error. ● A hunger to learn and grow. ● Empathy. ● Working collaboratively with others. ● Keeping composure in stressful situations. ● Conveying ideas clearly. The ability to do any of the above isn’t attached to a job title or a particular set of prior experiences or roles. All it requires is the candidate be able to tell their story and a hiring manager willing to do the extra work of designing an hiring process that gives every candidate the opportunity to demonstrate their capabilities.  #hiring #jobinterview #interview #interviews #skillbasedhiring #skillset #hiringprocess #

🌟🌟🌟ATTENTION HIRING MANAGERS🌟🌟🌟 The traditional approach of choosing the right person for the job leans heavily on specific #experiences and direct background in a particular role. It's time to shift the focus towards a more holistic understanding of a candidate's capabilities, particularly emphasizing #TransferableSkills, power skills (#SoftSkills), and intrinsic qualities like #drive and #passion. ✅In today's fast-paced #work environment, the ability to adapt is crucial. #Candidates with strong transferable skills can quickly acclimate to new roles and #challenges, bringing an invaluable level of #flexibility. Skills such as #ProblemSolving, #CriticalThinking, and #adaptability aren't tied to a specific job but are essential in almost every role. ✅Power skills, like #communication, #teamwork, and #EmotionalIntelligence, are vital to the success of any #organization. These skills enable #employees to #collaborate effectively, navigate #workplace dynamics, and contribute to a positive work #culture. Unlike hard skills, which can be #learned and perfected over time, power skills are more innate and reflective of a person's #character and #attitude. ✅Focusing on what a candidate can achieve rather than what they have done before opens doors to a broader #talent pool. Candidates with the right attitude and a drive to learn can often outperform those with more direct experience but less enthusiasm. ✅When #promoting internally, organizations sometimes choose individuals without direct experience in the new role. These decisions are based on the understanding of the individual's broader skill set and potential. This same principle should apply to external #hiring. If an internal candidate can succeed with a learning curve, so can an external one. ✅Candidates from different backgrounds or #industries can bring new #perspectives and #ideas. This #diversity of thought fosters #innovation and creativity, helping #businesses to evolve and stay #competitive. A diverse workforce, in terms of skills and experiences, is a key driver for innovation. ✅As technology advances and industries transform, the nature of work changes. Focusing on transferable skills prepares organizations for future changes and challenges, as employees with these skills can more easily shift and grow with the company. So, while direct experience is valuable, it should not be the sole determinant in hiring decisions. Transferable skills, power skills, and personal attributes are equally, if not more, important. By broadening your perspective, you can fill the positions and contribute to building a robust, adaptable, and innovative workforce. It's time for a paradigm shift in hiring that values potential and adaptability as much as past experience.

Seems I struck a chord over the weekend with a lot of people. With people finally “returning to the office” today, I wanted to bring forward some points we discussed over the weekend. Having a Recruiter/HR rep’s perspective on these would be incredibly valuable. Each day this week I will post a specific topic to discuss, and my solution(s). Might as well try to figure this mess out in a constructive way, right? #1: Rethinking Resume Tailoring for Creative Roles: Let's talk about a resume reality that many of us face. Why do we, as candidates, have to constantly remix our resumes with the latest buzzwords, just to get past the initial screenings? This is especially perplexing for positions that are fundamentally the same across different companies. Take, for instance, a role titled 'Senior Video Producer' at one company and 'Video Producer III' at another. Despite the different titles, the core responsibilities often remain the same. Even though, they want you to do everything under the sun. *That's a topic for another day. So, why the need for constant tailoring? Is this a gap in understanding the essence of creative roles within HR and recruitment departments, or is it simply apathy towards the nuances of these positions? The irony is, while AI and ATS speed up the application process, allowing us to cast a wider net (on both sides), they also amplify the rejection rate. Instead of being overlooked or rejected by a few jobs a day, we're now facing instant rejections from dozens, even when we've meticulously mirrored the job requirements in our resumes. What else do they want? What are we missing? Why are even overqualified candidates being rejected, but then the job is reposted two weeks later? Something is broken. A Balanced Solution: What if we adopt a hybrid approach? Let's use ATS and AI to handle the volume but introduce a skills-based assessment in the screening process. This shift could ensure that candidates are evaluated based on their actual competencies, not just their ability to include the right buzzwords. For recruiters, this means a more accurate shortlist of candidates who truly fit the bill. For job seekers, it offers a fairer chance to be seen and considered based on their real skills and experience, not just their keyword-matching prowess. Isn't it time we rethink how we use technology in recruitment, to serve both recruiters and candidates better? I know the corporate world just likes to go through the motions and not rock the boat. But, this boat has holes in it, is sinking, and we're out of Dramamine. #ATSChallenges #AIinRecruitment #ResumeRework #JobMarketInnovation

Companies will need a robust internal recruiting motion based on skills. That's becoming clearer each day.   Josh Bersin's new HR predictions for 2024 list (see link in the comments) points out that companies are feeling the need to "hoard talent" and "grow through productivity."   At the same time, companies need to adapt and pivot products and services using an ever-changing mix of skills (and are only sometimes able to acquire those skill sets externally).   One exception is that some skill sets are available 'on loan' using flexible, freelance talent. But, for many companies, it'll pay to have processes and systems that make it easier to identify skill gaps and develop new skills as work demands shift.   How will these trends impact hiring strategies?   - Insight: Selection methods will need to include measures of foundational skills and abilities such as problem-solving and learning agility. - Insight: People analytics and TA specialists will focus on predicting retention as a key hiring success outcome. - Insight: Organizations that model work at a skill level will be best equipped to have the talent they need when they need it.

Everyone wins when we open up our workforce to prioritize skills. Let me tell you how. Many organizations are still finding themselves grappling with talent shortages. What’s holding them back? Outdated hiring methodologies rooted in the mantra of, "This is how we've always done it." However, the tide is turning. We're witnessing a paradigm shift away from the belief that a degree is the sole path to success. Forward-thinking companies (and about half of the Fortune 500) have already explored innovative, nontraditional approaches to hiring and are using companies like  YUPRO Placement to complement their existing talent acquisition strategies. How do you get the C-suite closer to adopting a skills-first hiring approach with confidence? The answer lies in your data. Using data-driven insights gives HR the power to craft compelling narratives and create a robust playbook for skills-based hiring. And it requires focusing on what truly matters: identifying and nurturing the skills essential for propelling your business forward. By forecasting hiring demands over the next 12-24-36 months, juxtaposed against metrics such as time-to-fill, cost per hire, and turnover rates across different roles, salaries, and departments, you’ll gain invaluable clarity. You can further support your efforts by showcasing how a skills-based hiring approach inherently embeds inclusivity into your recruitment processes, which should be of interest to every executive who bears a responsibility to champion DEI initiatives and foster equitable opportunities for all to thrive. If you need any guidance, please reach out — I’m happy to help. Or listen to this Voices of HR podcast where YUPRO Placement CEO Michelle D. Sims was a recent guest and shares extensive insights on the skills-based hiring movement, offering valuable perspectives for professionals in the field. https://apple.co/3yrkDPz #WorkplaceInclusion #FutureOfWork #Leadership #Business