In recent years, there has been a significant shift in the skills required by our workforces and the attributes that employers value the most in their staff. With the rise of remote and hybrid working, skills such as self-management, timekeeping, and virtual communication abilities have become increasingly important. Employers have also realised the importance of thinking ‘outside the box’ when it comes to skills identification. The Great Resignation of 2022, which reshaped many workforces, has also led to a need for evolving skills requirements.
When there is a shortage of candidates who meet all the traditional job requirements, it becomes necessary to change those requirements. Furthermore, with the advent of AI (Artificial Intelligence) and technology, which both create and eliminate jobs, the need for skills-based hiring has become even more apparent.
Skills-based resourcing, which focuses on a person’s potential, is becoming crucial for many firms. This approach ensures that the right candidates are selected based on their abilities and potential for growth in a role. It also emphasises soft attributes such as adaptability, creativity, and analytics skills, thereby creating more future-proof workforces. Moreover, skills-based hiring promotes diversity by eliminating potential biases and expanding the talent pool that firms can tap into.
Transitioning to skills-based resourcing is not an overnight process. It requires a change in processes and mindsets. While the specifics may vary from one organisation to another, there are several tips that can help ease the transition:
In today’s dynamic work environment, the flexibility of the workforce is more important than ever. The jobs of 2023 may look quite different from those in 2025 and beyond. Therefore, organisations should focus on soft skills that add value to their operations and consider the attributes of applicants and employees that make them highly valuable assets, rather than solely relying on outdated criteria developed a decade ago.
By implementing skills-based hiring strategies, organisations can enhance their resourcing efforts, adapt to changing skill demands, and build a more diverse and future-facing workforce.
Contact us to find out how we can help in developing your skills-based hiring and find out more about our Omni client partner services.
Our assessment solutions are designed to elevate your hiring process by identifying the best candidates based on their skills, potential, and fit for the role. We help you define the critical competencies required for success, develop tailored assessments that accurately evaluate these competencies, and provide deep insights into candidates’ aptitude and personality traits. This evidence-based approach improves productivity, reduces turnover, and ensures a positive candidate experience. There are several benefits that personality profiling can bring to the recruitment process, such as supporting inclusive hiring, improved decision making, and increased efficiency.
Talent attraction is the process of engaging and hiring the right candidates to meet your organisations talent needs. Omni helps by activating your Employer Brand and market perception which revs up your candidate attraction strategy through revitalised career site content, social media presence, and digital advertising. This differentiation ensures the right talent takes notice of your organisation.
Omni’s Strategic Workforce Planning services include strategic analysis including environmental scans, capacity requirements, talent and availability gap analysis and consulting to support you develop strategic interventions. These components help organisations with scenario planning, demand forecasting, workforce segmentation, and developing strategic interventions.
Omni provides a range of services, including training to your internal teams, or consultancy from our SWP experts in our Talent Strategy team. The team offer detailed market insights, practical tools, and expert guidance to help organisations develop and implement effective workforce strategies. We offer this service to all size of organisations, and typically those that are new to demand planning. It’s not as complex as it seems, and our skilled team can support you through every step to develop anything from a six month to 5-year plan.
