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Beyond the Resume: Exploring Skills-Based Hiring

The Australian talent landscape has shifted dramatically. The March 2023 Skills and Occupations List by the Department of Employment and Workplace Relations, skilled professionals are in high demand across various industries. In this competitive environment, traditional hiring methods that rely solely on qualifications and experience may not always yield the best results. This is where skills-based hiring emerges as a valuable strategy.

What is Skills-Based Hiring?

Skills-based hiring focuses on identifying and recruiting candidates based on the specific skills and competencies required for the role, regardless of their educational background or traditional qualifications. This approach allows organisations to:

• Tap into a broader talent pool.

The Diversity Council of Australia tells us that by focusing on skills rather than degrees, businesses can consider candidates who may have acquired skills through non-traditional pathways like online courses, apprenticeships, or on-the-job experience, expanding their talent pool and potentially fostering greater diversity in the workforce.

• Improve hiring accuracy.

By using robust assessments and focusing on the specific skills outlined in the job description, organisations can better predict how a candidate will perform in the role, leading to higher-quality hires.

• Promote inclusivity and fairness.

Skills-based hiring helps reduce bias based on educational pedigree or traditional career paths. This creates a more level playing field for individuals with diverse backgrounds and experiences.

Hurdles and opportunities

There are some great benefits that accrue from skills-based hiring, but introducing this requires a strategic approach and careful consideration. The following key points must be addressed:

• Clearly defining the required skills and competencies is crucial when designing the role to ensure successful implementation.
• Beyond traditional resumes, reference checks and interviews its vital to use flexible, reliable, assessments that can objectively evaluate candidates against the critical success factors for the role.
• Integrating skills-based assessments in your recruitment process will necessitate refining the selection process and may require adjustments to existing workflows.

The Role of Psychometric Assessments

Psychometric assessments can be powerful tools in a skills-based hiring strategy. These assessments objectively measure a candidate’s cognitive abilities, personality traits, work styles and motivations providing valuable insights into their potential for success in a specific role.

High quality contemporary assessments can:

• Identify candidates with the necessary aptitude and learning agility to quickly acquire the required skills.
• Assess soft skills like communication, teamwork, and problem-solving, which are crucial for success in many roles.
• Uncover potential blind spots in a candidate’s personality, allowing for targeted development opportunities.

While skills-based hiring isn’t a one-size-fits-all solution, it offers a powerful tool to navigate the competitive talent landscape. By focusing on the essential capabilities needed for a role, businesses can tap into a wider pool of qualified candidates, improve the accuracy of their hiring decisions, and foster inclusivity. However, implementing a successful skills-based approach requires effective assessment tools. Psychometric assessments, when rigorously designed, can significantly enhance the effectiveness of skills-based hiring strategies.

Ready to explore how our award-winning, customisable assessments and skills tests can supercharge your skills-based hiring initiatives? Contact us today to learn more.

The Australian recruitment landscape is brutal. A recent Seek report paints a grim picture:

• record low unemployment.
• A sever talent shortage.
• increased competition for skilled professional.

This scenario, which is particularly challenging for SME’s, creates a ripple effect. Every departure feels like a tsunami, leaving overworked teammates scrambling and productivity taking a hit.

 

But what if the solution lies closer than you think? Internal hiring isn’t just a feel-good strategy; it’s a strategic weapon in today’s competitive talent landscape. Here’s why:

 

1. Develop Your Diamonds:

Replacing a skilled employee takes time, money, and resources, not to mention the stress on existing teams. By investing in your people’s development, you can kill the proverbial two birds with one stone.   A whopping 87% of Gen Z rank learning and development as one of their top “must have” job requirements. By nurturing internal talent, you not only build a pipeline of ready replacements, but you also meet a key employee need which results in higher retention rates. Imagine promoting a high-potential employee with company knowledge and loyalty instead of starting from scratch with an external hire.

 

2. Succession Planning: Don’t be Caught Off Guard:

The lack of formal succession planning is a major hurdle for SMEs. In fact, a 2022 survey by the Australian Small Business and Family Enterprise Council revealed that only 34% of SMEs have a documented succession plan. This leaves them vulnerable when key personnel leave, impacting business continuity and growth. Building a talent pipeline through internal development and succession planning ensures smooth transitions and protects your company’s future.

 

3. The SME Challenge: Limited ResourcesBig Impact:

Larger companies can dedicate entire HR departments to talent development and succession planning. But for SMEs, limited resources and budgets can be a barrier. However, smart companies are getting creative. Using external HR consultants for specific tasks, leveraging online learning platforms, and even partnering with universities for internship programs are some strategies employed by resourceful SMEs.

 

4. Identify, Select, Retain, Develop:

Great People Inside’s assessments can play a crucial role in your internal hiring strategy. Clients we work with:

 

• Identify high-potential employees with the skills and aptitude to excel in new roles.
• Match high potential employees with the right role.
• Select the right candidates for development programs and promotions based on their attributes.
• Retain their top talent by providing managers with the tools to deliver personalised development opportunities and career paths.
• Develop a robust succession plan, ensuring a smooth transition of knowledge and expertise.

 

This ongoing talent shortage could drown your business. So, embrace internal hiring, invest in your people, and unlock the potential within your organisation.

 

If you are Ready to unleash the power of your internal talent pool? Contact Great People Inside and discover how our assessments can help you win the talent war.

The dust has well and truly settled on the initial work-from-home surge, revealing a new hybrid landscape. While many Australian companies push for “return to office” mandates, employees cling to the flexibility and productivity benefits of remote work. This creates a crucial question: How can we bridge the gap between employer needs and employee desires in this evolving reality?

The Evidence Speaks: Productivity Gains at Home

Studies paint a clear picture: Australian employees thrived in remote settings. A 2022 report by the Centre for Future Work revealed “increased productivity and well-being” among remote workers. This challenges the narrative of office-based productivity, highlighting the diverse needs and preferences within the workforce.

Beyond “3 Days In, 2 Days Out”: The Employee Demand for Flexibility

However, a “one size fits all” approach won’t work. Many employees demand individual choice, often requesting flexibility beyond pre-defined hybrid models. This poses a particular challenge especially for SME’s, where rigid structures might not accommodate individual needs. The risk? Losing top talent to companies offering greater control over work location.

Creative Solutions for SMEs: Bridging the Divide

Smaller businesses are getting creative. Some use flexible scheduling tools such as OfficeRnD and Skedda which help employees to choose their remote days within certain parameters. Others implement results-oriented management, focusing on output rather than physical presence. Open communication and trust become crucial, fostering a sense of fairness and valuing individual contributions.

Great People Inside: Your Partner in Effective Hybrid Management

Managing remote teams effectively requires a strategic approach. Great People Inside’s fully flexible assessments can help you:

§ Identify individual strengths and preferences to inform flexible work arrangements.

§ Assess remote work readiness to ensure individuals thrive in a distributed environment.

§ Measure team dynamics and collaboration to identify potential challenges and foster inclusivity.

§ Provide your managers with the tools they need to manage remote teams and people

 

By understanding your people and their needs, you can refine your hybrid model in a way that works for everyone. At the end of the day flexibility isn’t just a perk; it’s a strategic advantage in attracting and retaining top talent in the competitive post-pandemic landscape.

To embrace the flexibility, unlock your people’s potential, and thrive in the era of hybrid work. Contact Us.

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