Mastering skills-based hiring: A comprehensive strategy guide for European leaders

Portrait of happy diverse coworkers

3 mins, 18 secs read time

Have you considered the significant advantages of skills-based hiring within your business strategy? While this approach isn’t exactly a new concept in Europe, recent advancements in HR technology and AI have propelled it into a prominent position. So, why is this approach becoming invaluable?

According to LinkedIn’s 2024 report on the future of recruting, a staggering 73% of recruiting professionals now prioritize skills-based hiring. This marks a significant shift, emphasizing its critical role in shaping the future of work. Could this be the game-changer your company needs to thrive in today’s competitive market?

What exactly is skills-based hiring?

Think of skills-based hiring as a direct focus on a candidate’s actual abilities. Rather than asking, “What does their background suggest they can do?” we ask, “What can this person actually do for us?” This strategy assesses candidates based on how their skills align with the specific needs of the position and the company.

Advantages of skills-based hiring

Adopting a skills-based approach has several compelling benefits. It enhances the recruitment process by ensuring that hires are based on current capability rather than past experiences, which reduces bias and increases diversity within the workforce. Additionally, it aligns employees more closely with the needs of the business, leading to higher productivity, better job satisfaction and retention.

The how-to guide for implementing skills-based hiring

Revamp job descriptions: Ever noticed how some job descriptions seem stuck in the past? As the business environment evolves at an unprecedented rate, traditional job descriptions often lag behind the actual demands of work. By integrating technology that processes granular data and skill-related information, we can develop job descriptions that are not only reflective but also predictive of the roles they aim to fill – ensuring they are precise and up-to-date with how work is actually being done today.

Embrace a “screen in” approach: At Greenhouse, we focus on “screening in” candidates: focusing on the diverse skills and capabilities of each candidate rather than their background. This skills-first approach not only broadens our talent pool but also actively drives our DE&I objectives, ensuring our teams are as diverse as the capabilities they bring. This inclusive approach allows us to tap into a broader talent pool, equally valuing those with non-traditional backgrounds who bring unique skills and perspectives.

Evolve your interview techniques: Let’s be honest, traditional interview questions can be a bit yawn-inducing. Let’s ditch the “Where do you see yourself in five years?” and embrace practical, skills-based assessments that level the playing field for all candidates, including those who may not have traditional college degrees. Whether it’s a real-time coding challenge, a strategic planning exercise or a hands-on task relevant to your industry, these assessments can more accurately gauge a candidate’s ability to perform in the role, showcasing their skills directly.

Use the right tools: How effective are your current tools in organizing and tracking candidates? Hiring software, like Greenhouse, not only helps in organizing and tracking candidates, but also supports building structured interview kits tailored to assess specific skills. This ensures every candidate is evaluated fairly and consistently.

Build an agile workforce: In an era where rapid change is the norm, building an agile workforce is more crucial than ever. According to the Future of Jobs Report 2023, in the next five years skills gaps and an inability to attract talent will be notable barriers to industry transformation. This underscores the need for organizations to embrace a flexible, skills-based approach to talent management.

Adopting a skills-based hiring strategy is a powerful way to align your workforce with the actual demands of your business. It’s about placing bets on proven capabilities, not just promising CVs. This shift can lead to a more dynamic, committed and diverse team that will propel your company forward.

Ready to transform your hiring strategy? Consider integrating skills-based and structured hiring practices in your organization to more effectively identify and leverage top talent.

Read now
Adrina August

Adrina August

is the EMEA Content Marketing Manager at Greenhouse Software, where she develops and elevates content that resonates in the EMEA region. Beyond her expertise as a subject matter expert in hiring content, Adrina finds joy in teaching her dogs new tricks. In addition to her primary role, she remains committed to workplace inclusion as the Vice Chair for the Blackhouse Arbor Employee Resource Group (ERG). To learn more about the dynamic world of EMEA content marketing or to share a dog trick or two, feel free to connect with Adrina on LinkedIn.

Ready to become great at hiring?

Request a demo today