February 6, 2023 - Written By Markle | Blog Archive
Whatever the economic climate is, one thing is certain, employers need workers with the right skills to create a resilient business. Adopting skills-based practices is a great way for employers to find the skilled talent they need while building a more diverse and equitable workforce. Skills-based practices can also give employers a competitive advantage by removing biased processes that screen out capable candidates. By focusing on candidates’ skills and abilities instead of credentials, employers can help more workers to move into good jobs and build stronger teams.
To help companies adopt skills-based practices, the Rework America Alliance is providing guidance, training and data-driven tools such as the Job Posting Generator, that can help employers make this change.
One of the first and most important steps to adopting skills-based practices is changing job descriptions from ones that rely solely on credentials like degrees or years of experience, to a skills-based posting. The graphic below gives some quick examples of the difference between a traditional pedigree-based job description and a skills-based job description.
Here are four easy steps to writing a skills-based job description.
Often degrees and work experience are used in job postings to assume skill sets, but the degree requirements alone drastically narrow talent pools by eliminating two-thirds of the American workforce who don’t have a degree. When possible, employers should look to remove these unnecessary requirements.
“Are there other ways for people to learn the same skills other than the degree?”
This is something you should consider when deciding what credential requirements are necessary when hiring for open positions.
In some industries, specific credentials and certifications are required. For example, safety certifications are legally required in manufacturing and construction, and clinical healthcare positions require degrees. In these cases, credentials should be used in addition to competencies.
To create a skills-based job posting understanding what the role entails and what skills candidates need is crucial. For this step, it is important employers explore the two primary types of competencies and understand the difference between them.
Occupational Competencies, often referred to as “hard skills,” are the technical skills a person needs to perform occupational-specific tasks and duties. For example, infrastructure design for a cybersecurity analyst role.
Foundational Competencies, also known as “soft skills,” are professional knowledge and skills that are transferable from one job to another and across industries. For example, time management is a foundational competency for project managers.
To identify the competencies for the job:
Required competencies are necessary to perform essential job duties; this means a candidate must have them on day one to complete job responsibilities. Preferred competencies, on the other hand, can be taught during onboarding and/or are used to perform non-essential job duties. With a clear understanding of the difference between required and preferred competencies in the unfilled role, employers should choose four-to-six required and three-to-four preferred competencies to highlight in their job posting.
Creating a skills-based job posting is crucial to the implementation of skills-based hiring and talent management practices, that’s why employers are encouraged to take advantage of the Skillful Job Posting Generator. This free tool allows employers to quickly and easily write a skills-based job positing.
Ready to expand your talent pool and start hiring based on skills? Check out the rest of the Rework America Alliance tools and resources to help you with this transition.
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