TalentOcean Blogs

What's in a Name? Why you should be using Skills-Based Hiring Techniques.

Author: Heather Gates | ceo@connectingpm.com

Recruitment and hiring are the lifeblood of any successful organization, but finding the right talent can be a daunting task. With a deluge of resumes flooding in, it's easy to fall back on familiar heuristics, like university prestige or a candidate's name, when making hiring decisions. However, these seemingly innocuous biases can have serious unintended consequences and prevent organizations from truly tapping into a diverse talent pool. This is where skills-based hiring techniques and anonymous pre-selections can make a real difference.

Skills-based hiring is a method of recruitment that focuses on a candidate's ability to do the job at hand rather than their pedigree or background. Rather than simply scanning a CV or resume for a candidate's alma mater or work history, skills-based hiring assesses a candidate's abilities and potential to perform in the role. This method can be particularly effective when combined with real-life scenario assessments that allow candidates to showcase their skills and problem-solving abilities in a practical setting.

One of the key benefits of skills-based hiring is that it can remove unconscious biases from the recruitment process. Studies have shown that even seemingly innocuous personal details, like a candidate's name or hometown, can trigger biases and affect hiring decisions. For example, a candidate with a foreign-sounding name or an address in a low-income neighbourhood may be unfairly penalized. However, by focusing on a candidate's skills and potential, hiring managers can avoid these pitfalls and make more objective decisions.

Another advantage of skills-based hiring is that it can be used to promote diversity and inclusion in the workplace. By removing personal details from the recruitment cycle, organizations can ensure that they are giving all candidates a fair chance to succeed. Additionally, by focusing on skills and potential rather than traditional markers of success, like education and work history, organizations can tap into a wider pool of talent that may have been overlooked in the past.

Of course, implementing skills-based hiring and anonymous pre-selections requires careful planning and execution. Hiring managers must ensure that their assessment methods are reliable and valid, and that they conform to local diversity and inclusion rules. Additionally, organizations must ensure that they are not simply paying lip service to the idea of diversity and inclusion but are actively working to create a more inclusive workplace culture. In conclusion, recruitment and hiring are critical to the success of any organization, but traditional methods can lead to unintended biases and limit the talent pool. By embracing skills-based hiring and anonymous pre-selections, organizations can ensure that they are making objective decisions based on a candidate's ability to do the job, rather than personal details that can trigger biases. Not only can this lead to a more diverse and inclusive workplace, but it can also help organizations tap into a wider pool of talent and drive success in the long run.