Skill-based Hiring – A Success Route for Startups
Hiring based on degree or educational qualifications has reached a saturation point. Why? The facts say it. More than 6 million jobs in US alone remain unfilled because certification is a barrier. On the other hand, employers have started demanding master’s degree for a job that used to require just a bachelor’s degree. Amid this cloud of gloom, employers thinking out of the box has come as a silver lining to skilled job seekers.
The realization of looking for a degree in a job that requires sheer people skills or communication skills that warrants pure coding skills is only filtering out suitable candidates.
The best solutions are often simple:
Employers have started accepting skill based hiring as a revolutionary idea.
“An updated perspective on the value of skill based hiring, and specific skills and non-traditional backgrounds in an organization, coupled with the best assessments, can broaden the view to more qualified candidates while simultaneously allowing a company to improve diversity and accordingly, its performance” – says Kat Cole, the group president of FOCUS Brands and a member of the United Nations Global Entrepreneurship Council.
When the big players stepped up and showed the way:
The first major shift to this non-traditional approach was markedly by Nestle. They made the old saying “with power comes great responsibility” true. The ripples it created in the job market was immediately visible as big multinationals like Barclays and EU, who were fond of the traditional approach, gave it a go.
Fortune favors the brave:
The advantages are plenty. Large MNCs and Startups that required specific tools to identify competencies, skills and indicators of grit and potential, rather than typical interviewing practices based on what’s on a resume alone, find skill based hiring a success route.
Startups have reaped the benefits of the reduction in hiring costs and time that skill based hiring brings to the table. It is quite apparent that the cost of training and supervision is almost eliminated here as Startups have the option to hand pick the talent they need. The time required for new hires to reach peak performance is also reduced. These are some essential factors for a startup with limited funding and time constraints and enough reasons for why startups should embrace this technique. Remember, breaking conventional barriers is the key to success.
Author: Sanjana Murali
I write about Customer Success, Videos in Education, Optimization & Marketing. When the ‘creative’ muse turns down on me, you can find me with a book.