June 26, 2024

Over the last few years, we’ve seen a seismic shift in how we approach work, and that also means talent acquisition and hiring have also changed for good. The days of sifting through stacks of resumes and generic job boards are waning. Today, the key to successful talent acquisition lies in recognizing not just the roles to be filled – but the skills and competencies potential employees bring to the table, including their transferable skills.

By focusing on these aspects recruiters can not only keep their pipelines robust, but also slash hiring costs, reduce time-to-hire, and mitigate the risk of mis-hires significantly.

 

Gen Z: Reshaping Talent Acquisition

As Generation Z is starting to dominate the job market, they are reshaping what attraction and retention mean. Born into the digital world, they bring a fresh perspective and a new set of expectations to the table. Besides seeking flexibility, diversity, and better work-life balance – this generation puts an emphasis on personal growth, and they are more prone to embracing new challenges and open to new experiences. They are not just looking to fulfill roles, they are looking for meaningful work.

With all of this in mind, the traditional recruiting methods are no longer working, and HR departments often have to question their hiring strategies. In order to future-proof their talent acquisition strategies, companies have to make a shift in how they approach identifying and attracting talented candidates. Focusing on the job role is not sufficient anymore, and companies have to look at the broader experience and possibilities in front of them.

Switching from role-based hiring to skills-based hiring

Every year, thousands of new jobs are created as a result of the shift from human to machine labor. Thanks to the advancements in technology, the differences between roles are blurred, and you are might even looking for a role that doesn’t exist yet!

So how do you…

• Hire for a role that’s unique to your organization?
• Fill up your pipeline with in-demand roles?
• Identify people with great potential?

The answer is skills-based hiring.

Traditional role-based hiring screens for previous job titles or academic credentials, while skills-based hiring looks for specific competencies, abilities, and potential.

In 2024, skills-based hiring it’s not just a trend – it’s a necessity. And this method offers substantial benefits:

• Enhanced matching: identifying candidates who truly fit the skills requirements, potentially leading to higher job satisfaction and retention odds.
• Wider talent pool: opening the doors to a broader range of candidates that lack specific backgrounds, but possess the competencies to succeed.
• Future-proofing: As industries evolve, so do the skills needed. A skills-based approach helps companies stay ahead by adapting to changes more fluidly.

 

Seizing every opportunity with transferable skills

A transferable (or portable) skill is defined as a skill you used in another role or industry that would be also useful in another type of role or a different industry. They are acquired through experience as an employee moves from one career or industry to another, and recognizing these skills helps widen the talent net. It allows companies to consider candidates who may come from different fields, but have the potential to thrive in new environments.

Transform your approach to hiring with our Talent Acquisition Training

To equip HR professionals with the skills and tools necessary for identifying and attracting talented candidates in 2024, we have created an intensive 2-day program – Talent Acquisition Training.

The participants will have the opportunity to get familiar with recruitment and selection technologies and tools, as well as to practically apply competency-based interviewing techniques (CBI). They will:

• Understand the importance of a strategic approach to talent acquisition for organizational growth and competitive advantage
• Develop the skills for effectively designing, conducting, and evaluating competency-based interviews
• Select relevant technologies and tools for recruitment and selection
• Align the Talent Acquisition process with organizational goals
• Reduce bias and improve metrics and objectivity in the selection process

If you’d like to dive into essential concepts, such as Employer Branding (EB), Employee Value Proposition (EVP), and Candidate Persona, and transform your approach to hiring and secure a competitive edge through strategic talent acquisition – join us at Heads Adriatic!