“Skills-first hiring” has been increasingly common in recent years. While many firms are flirting with the idea, some are starting to take a more systematic approach to advanced talent acquisition. A revolution is unfolding in which hiring philosophies become the operating paradigm and skills-based hiring becomes the default.

What distinguishes this transition is that it is no longer driven by ideology or employer branding. Now, it’s all about data, assessment technologies, and the dire need to facilitate a fundamental shift in alignment between business objectives and tangible functions. During this transformation, practically every job description, required degree, and normal recruitment process are being rewritten, sometimes literally.

1. Skill Profiles Built from the Inside Out

Leading organizations are using internal talent ecosystems to get to know their own people and identify high-performing and high-potential professionals and skills that correlate with success. Purchase and map skills data from various platforms (Workday, Degreed, Eightfold AI); e.g. knowledge and experience based on performance appraisals, on learning completion, project type and completion, and managerial level.

For example, IBM used internal success analytics in its “New Collar” program, which focuses on employment roles, to generate over 800 role-based skill taxonomies. Instead of job titles or college degrees, IBM evaluates an employee’s actual performance based on abilities acquired and applied in real-world circumstances. This strategy resulted in a dynamic skills inventory that will drive future hiring.

Such internal data serves as the foundation for hiring decisions, identifying talent shortages within teams, and even developing promotion strategies. Instead of posting static job advertisements, recruiters use “skill snapshots” that accurately reflect what the role requires today, rather than outdated descriptions from years ago.

‍

Read the full article here.