Myths about Skill-Based Hiring

Dispelling myths detrimental to amassing talent and expanding an organisation’s diversity, eliminating hiring bias and leveraging employee retention 

Following the degree inflation, employers are opting for structuring assets and eliminating the need for certain qualifications for one to become eligible for a designation. They are instead reviewing skill set and thereby reducing the barriers to lucrative offers. Screening and evaluation of skills are being further conducted by the top performers of teams by designing interviews typically suited from a skills perspective.

Nonetheless, a few myths have penetrated the hiring process rendering employers cynical about its efficacy and merits.

Skill-Based Hiring is Unfair to Freshers and Graduates 

To address the myths, skill-based screening is never meant to eliminate fresh graduates. Instead, the focus is on specific skills a candidate belonging to certain domains is expected to possess to excel at the job. Even if the candidate does not possess the relevant degrees but the skills, they fall within the ambit of consideration. In fact, such a hiring process democratises the system making the process more streamlined and fair to all. Companies also gain access to a wider talent pool.

The Hiring Process is a Blow to Businesses

Contrary to this misbelief, skill-based hiring allows thorough screening of candidates who would contribute to business generation. Besides levelling up the playing field, the approach has trumpeted itself as the best driver of work culture. It reduces employee turnover offering growth both to employees and organisations. Unlike degree-based hiring, skill-based has made jobs that offer upward mobility accessible to all thereby doing away with inequities.

Skill-Based Hiring is a Far Less Realistic Talent Acquisition Strategy

Post-COVID, the emergence of remote work culture has cultivated a more hyper-local perspective towards hiring from a wider search scheme by reaching out to people who match employers’ requirements of skill demands. Organisations, in this way, are reaching out to under-resourced areas and establishing pipelines of talents and diversity.

Such a Method is Daunted by Geographic Barriers

Nowadays, no method of recruitment is challenged by geographic barriers by the veracity of technical advancements and prosperity. In fact, skill-based hiring method prefers candidates’ technical skills simultaneously modernising the entire recruitment scenario to stay updated and competitive. Transcending beyond geography, the approach calls for an objective attitude toward skill evaluation engaging the relevant team and core members in the hiring process.

Skill-based hiring approach has garnered tremendous traction for it thrives on economic equity and positive business outcome. In this holistic view, HR management is not shying away from weaving together talent, diversity and inclusion into the hiring scheme.

Puja Sinha

Coffee addict. Daydreamer. Hitchcock Fan. A post-grad in English Literature, Puja is a forever enthusiast of traversing long distances by rail. Her verticals of choice are entertainment, art & society. She can be found lazing in the garden when not fidgeting over deadlines.
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