Skills-based or de-biased hiring considers an applicants’ skills and abilities as opposed to past experience or achievements.
or testing stages after the initial application, the skills and experience you’re able to demonstrate on your CV are typically used to whittle down the hundreds of potential candidates to a select few.
Speaking about the impact skills-based hiring has had on their hiring process as a whole, a spokesperson for Penguin Random House explained: “Applied is a tool we use as part of our inclusive hiring strategy at PRH and is typically used for company-wide programmes, such as our positive action traineeship The Scheme and Summer Internships where we’re looking to recruit on potential rather than experience.
“CVs don’t count for much in a skills-based hiring process, because proxies on a CV can lead employers to make assumptions about a candidate’s abilities which aren’t at all accurate or predictive,” Sundaram says.Job hunt fatigue: how to take care of your mental health while you’re looking for work Sundaram continues: “To prepare, read the job description carefully and write down the specific skills required for the role. For example, for a marketing role key skills might include running a paid social media campaign or drafting key messaging. Brainstorm everything you know about each of these core skills and think about how you might apply your knowledge within the context of the company you’re applying to.
“The difference between ‘core values’ and ‘culture fit’ is really important in skills-based hiring,” Sundaram explains. “Assessing for ‘culture fit’ is dangerous as a company’s culture is likely to reflect the dominant demographic, meaning anyone who doesn’t fit the ‘norm’ isn’t likely to get hired due to unconscious bias.
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