Skills-based Hiring

Inclusive Insights - July 2021

“My best software developers do not have a degree in computer science, one has an arts degree and the other a degree in ceramics” (RoleMapper user)

Welcome to Inclusive Insights
In this issue, we take a look at the rise of skills-based hiring.

Instead of a more linear approach to recruiting – education, degree by proxy and specific industry experience – organisations are now focusing more on transferable skills and capabilities to widen the talent pool and make hiring more inclusive.

We're delighted to say that we're not alone when we say you need to throw out the hiring conventions rule book, Linkedin has recently launched its Skills Path programme and has seen a 21% increase in skills-based job ads. The team at Gusto also believe unconventional hiring is the key to driving inclusion.

Instead of a more linear approach to recruiting, organisations are now focusing more on transferable skills and capabilities

The main point in all of this is to challenge the old-school ways of designing jobs based on qualifications, years of experience, industry experience.

Instead, we believe the way to filling critical roles with the best talent is to break these entrenched biases and be positively disruptive in how you define talent.

Why we need to shift to skills-based hiring

In this HBR article, Linkedin CEO, Ryan Roslansky, talks about why they think we all need to take a skills-based approach to hiring and developing talent and how they have seen a 21% increase in skills-based job postings.

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Disruptive hiring

Hiring for skills can help you fill critical roles with the best talent. Read Mckinsey’s latest report on why organisations need to look at conventional hiring practices through a different lense.

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Throw out the rule book, re-define talent

This is a great piece from the team at Gusto, who believe we need to adopt new perspectives around talent acquisition, something we applaud. Not everybody has taken conventional career paths, so it’s important to throw out the ‘rule book’ and take an unconventional approach to hiring.

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But, this is the way we’ve always done it...

Skills, not schools. Performance, not pedigree. Results, not requirements.  According to LinkedIn, job posts that list responsibilities instead of requirements get 14% more applications per view, but you need to get the job description right first.

Job Advert or Job Description?

From our experience, we’ve noticed organisations are blurring the boundaries around the difference between a job description and a job advert. We take a closer look at why there are differences and why the distinction is so important.

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Why RoleMapper?

We’re a team of experts from all areas of the HR, talent, diversity and HR Tech space. We understand the challenges organisations face when it comes to managing data and job documentation.

Through intelligent job design, delivered through the RoleMapper platform, we help organisations take control of the document and data chaos, while building inclusive workplaces.