The landscape of talent acquisition is changing.<\/p>\n
Companies are focusing more on agility and innovation, shifting to hiring based on potential<\/a><\/strong>, rather than degrees and past experience.<\/p>\n For many businesses, it\u2019s not important anymore whether candidates have a specific college degree or 10 years of experience. In fact, 76% of employers use skills-based hiring to acquire new talent and 55% use role-specific skills tests, according to TestGorilla<\/a>.<\/p>\n Job postings on LinkedIn focus on skills and responsibilities by 21% more in the U.S.<\/a>, rather than qualifications. And 78% of HR professionals<\/a> say the quality of their organization\u2019s hires has improved due to their use of assessments.<\/p>\n After all, the goal of every organization is to attract and retain highly skilled professionals that will contribute to achieving great business outcomes.<\/p>\n And this is why companies are embracing skills-based hiring.<\/strong><\/p>\n Let\u2019s explore why this is the most forward-thinking talent acquisition practice in the modern workplace.<\/p>\n Focusing on skills rather than degrees is not a compromise.<\/strong><\/p>\n People who come from different professional backgrounds, people with untraditional or no academic background possess transferable skills that can be valuable. Even more valuable than degrees and relevant work experience.<\/p>\n For example, Angel Pla is the digital coach of Walmart<\/a>, former veteran. He didn\u2019t have the relevant education to perform this job role. However, because of the skills-based hiring practices that Walmart follows, he has been excelling at this position for nine years. Angel Pla explains that the core skills he uses daily are leadership, management, and problem-solving, most of which he learned while serving at the Coast Guard.<\/p>\n Management and HR teams saw potential in him, promoted him, and gave him the chance to thrive in the company by contributing to the teams with his skills and abilities.<\/p>\n The term \u201cpaper ceiling\u201d<\/strong> refers to career advancement barriers that people without a college degree experience. 62% of the workforce in the U.S.<\/a> fall into this category. Another term worth mentioning is STARS (Skilled Through Alternative Routes) which describes people who have learned skills through on-the-job training, military service, certificate programs, employee training, and boot camps.<\/p>\n Tear The Paper Ceiling<\/a> is a campaign that aims to create more career opportunities for STARS workers as the paper ceiling phenomenon has proven to severely affect businesses\u2019 DEI<\/a>.<\/p>\n Some candidates might not be the perfect match for a job at first look. But with the power of transferable skills, people can demonstrate how they can succeed in the job.<\/p>\n Transferable skills highlight employees\u2019 qualifications<\/strong> to become a true asset to the organization. Such skills may include:<\/p>\nThe power of transferable skills<\/h2>\n
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