Looking Past the CV: Skills-Based Hiring and Why Employers Should Consider a Candidate’s Potential
The way we work is changing—and so is the way we hire.
Traditionally, employers have viewed education and experience as the biggest indicators of a candidate’s on-the-job success. But in recent years, that mentality has begun to shift. Hiring managers want employees with skills that are relevant today and who also can grow and adapt as business needs evolve and new opportunities arise.
What is Skills-Based Hiring?
Skills-based hiring is an approach to talent acquisition that focuses on the specific skills and abilities a candidate brings to the table, rather than their educational background and previous job titles. This method emphasizes:
- Relevant Skills: Assessing candidates based on their ability to perform the tasks required for the job. This could include technical skills, problem-solving abilities, and other competencies relevant to the role.
- Practical Assessments: Using tests, assignments, or real-world scenarios to directly evaluate a candidate’s skills, rather than relying solely on resumes or interviews.
- Experience Over Credentials: Valuing hands-on experience and demonstrable skills over formal education or prior job positions. For example, a candidate might be hired based on their proficiency in coding rather than their degree in computer science.
Diversity in the Workplace
Skills-based hiring can help organizations access a wider pool of talent, including people who may not have had access to traditional educational pathways but possess the necessary skills. This approach can also attract talent from underrepresented groups who might otherwise be overlooked. By focusing on what the candidate can do, we can reduce unconscious biases related to race, gender, age, or socioeconomic background.
Related: Building an Inclusive Workforce in India: Empowering PwDs and LGBTQIA+ Communities
Asking the Right Questions
So, how can you put this approach into action? Start with rethinking how you craft the requirements in your job postings and the way you interview job candidates. The questions will help you go beyond the resume and really assess a candidate’s ability to perform the tasks and responsibilities required for the role, along with their cultural fit.
- Problem-Solving: “Can you describe a challenging problem you faced at work and walk me through how you solved it?”
- Technical Proficiency: “What tools or software are you most proficient in, and can you provide an example of how you’ve used them to complete a complex task?”
- Communication: “Describe a time when you had to explain a complex concept to someone unfamiliar with the subject. How did you ensure they understood?”
- Team Collaboration: “Tell me about a project where you worked closely with a team. What role did you play, and how did you contribute to the team’s success?”
- Adaptability: “Can you give an example of a time when you had to quickly adapt to a significant change at work? How did you handle it?”
- Creativity: “Describe a situation where a standard approach wasn’t working, and you had to come up with a creative solution. What was your approach, and what was the result?”
- Time Management: “Can you provide an example of how you managed multiple tasks or projects with tight deadlines? How did you prioritize your work?”
- Leadership: “Tell me about a time when you took the lead on a project. How did you motivate your team, and what was the outcome?”
- Conflict Resolution: “Describe a time when you had a disagreement with a colleague. How did you resolve it, and what did you learn from the experience?”
- Learning and Development: “Give an example of a new skill or technology you had to learn quickly for a project. How did you go about learning it, and how did it benefit the project?”
Do CVs Still Matter?
Even for those who have embraced skills-based hiring, the resume remains a valuable tool for vetting talent—but it shouldn’t be the only thing you rely on when evaluating candidates. To find your next great hire, look beyond the CV to get a firmer grasp of a candidate’s potential, adaptability, and abilities.
At Acara, we’re experts in delivering qualified professionals to businesses in a wide range of industries. Contact us today to learn more about how we can work together to refine your hiring strategy and get you the talent you need.
This blog was authored by Vice President of Operations Navaneel Das.
