Skills-Based Hiring: Best Practices When Using this Method

In part one of this two-part blog series, we went over some of the basics and major benefits of what’s known as the skills-based hiring approach. Skills-based hiring involves prioritizing skill and competency requirements for employees rather than less impactful areas like education status, and it’s gaining popularity across numerous industries and has several benefits.

At WTA Inc., we’re happy to help with recruitment and hiring, plus numerous other outsourced payroll and HR needs for your business. While part one of our series went over all the benefits of skills-based hiring for many employers, today’s part two will look at some of the best practices employers should be maintaining if they plan to utilize this approach in their hiring processes.

skills-based hiring best practices

Identifying Your Needed Skills

Naturally, one of the first and most important steps in skills-based hiring is to identify which skills are most important for your employer or organization. It’s important to go beyond the basics here, and really dig deep into what will be needed from your employees or staff members in order to achieve success within your company.

Think about the job roles you need filled and what specific duties each role requires. What competencies are most important? Are there any special requirements needed in order to do the job well? Taking time to really consider these questions and think through the answers can help you create a comprehensive list of skills needed for each role. Once you have an idea of which skills are the most important, take it one step further by defining how each skill will be measured and evaluated.

Creating a Fair Evaluation Process

Once you have your list of skills and metrics in place, it’s time to move on to the evaluation process itself. This step is all about creating an environment in which potential candidates are being judged fairly and objectively based on their skills alone. To ensure fair evaluations, consider implementing a scorecard system in order to rank and evaluate candidates’ skills.

Every candidate should receive the same scorecard, which should include all of the required skills or metrics they will be judged on. This way, no one candidate is receiving special treatment during the hiring process; rather, everyone is being assessed based solely on their qualifications and merit.

Building a Talent Pipeline

As you’re well aware, the job market is constantly changing and evolving. It can be difficult to stay on top of trends, especially when it comes to hiring new employees or staff members. That’s where building a talent pipeline comes in – this strategy involves maintaining an ongoing relationship with qualified candidates whose skills match your company’s needs, so that you have a pool of potential employees you can draw from when needed.

When building your talent pipeline, it’s important to cast a wide net in order to identify the most qualified candidates for each role. This way, you’ll have a variety of candidates with different experiences and skill sets who may be a good fit for various roles within your organization.

Overall, skills-based hiring is a great way to ensure that your company is recruiting and hiring the best of the best. By following these best practices and utilizing WTA Inc.‘s recruitment and HR services, you can rest assured that you’re finding the candidates who are most qualified for each role. Contact us today!