Employers must rely on skills-based hiring techniques to attract top entry-level tech Talent
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
??Most companies struggle to fill entry-level tech roles and recruitment processes for entry-level roles need?to change.
Employers that removed education or work experience requirements for entry-level tech roles, and replaced them with demonstration-based competencies, see a more inclusive recruitment process and attract more candidates, with comparable candidate quality and performance on the job. Employers that redefined these hiring requirements are spending less, according to a new interesting research called "Launching a Tech Hiring Revolution" published by Generation - a global nonprofit network - with support from The Hg Foundation 美国银行 Clayton, Dubilier & Rice ? MetLife ?using data from more than 2,600?jobseekers, another 1,275?jobholders already in tech roles, and 1,325 tech and non-tech employers, spanning 8 countries.
?Employers need urgently behavioral skills
Researchers noticed that many employers have also added behavioral skill requirements (such as communication and teamwork) for their entry-level tech hires over the past three years, with 40% adding requirements and only 7% decreasing them.
?An inclusive hiring-process
Researchers found that companies that are already adapting their hiring processes are making a variety of important additional interventions to ensure they hit their inclusivity goals.?
Also current tech hiring trends adversely affect the career potential of historically underrepresented groups. If companies stick to added requirements recruitment methods, they may miss opportunities to recruit diverse talent. Among companies that added requirements, 38% of their entry-level tech hires are women and 29% are from underrepresented groups
?A skills-based recruitment process on rise
Researchers found that a quarter of the employers (24%) have removed education or work experience requirements for entry-level tech roles, replacing them with demonstration-based competencies.?
??? The?result has been a more inclusive recruitment process that attracts more candidates, with comparable candidate quality and performance on the job.
?Need to reduce barriers to application for entry-level tech roles...
Researchers found that 89% of?companies that removed at least one requirement noted the same number (31%) or an increase (58%) in applicants compared to before.?
??They noticed that education requirements, including university degree level and type, are also a significant barrier. About a third of unsuccessful applicants for tech roles (31%) said they were unable to meet those requirements?and progress to?the?next recruiting?stage
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? A costly recruitment process
Researchers found that of the 800+ employers that?introduced additional degree or work experience requirements, they are spending 13% more on average to recruit entry-level talent than those that?removed?requirements.
Researchers suggested below 4 bold actions to companies to unlock the necessary change in their hiring process:
?? Bring back the entry-level job: At the start of the hiring funnel, remove work experience and degree requirements and use certifications and other skills indicators to increase applicant pools.
?? Take a skills-based approach: During the hiring process, use technical assessments to ensure applicants have the necessary skills for the job.
?? Embrace hard skills and behavioral skills: Throughout the process, pay attention to behavioral skills as well as technical capabilities
?? Rethink hiring teams: Rethink hiring teams to reduce tacit bias and increase talent diversity.
Thank you ?? Generation ?researchers team for these insightful findings:
? Helen Cashman Goldie Chow Ali Jaffer Mona Mourshed Karen Salazar Jennifer Sikes Martina Sanow Rik Kirkland Douglas Knowledge Partners
and contributions of Lynne Clegg Eduardo Kassner , Scott McKinley Stuart Pearce Chris Satchell , James Turner ?
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Chief Communications Officer at Generation
1 年Thanks for highlighting this important research, Nicolas! There are employers making meaningful changes, and I do believe that they can show us the way forward -- so we truly "walk the talk" of valuing skills over pedigree.
Founder & CEO @ Lever Talent | Host of The Lever Show | Helping leaders develop talent strategies that leverage a tech-empowered future.
1 年Couldn't agree more regarding behavioral skills requirements, Nicolas. It's extremely important for entry-level employees to understand behaviors and cognitive ability to set job benchmarks. A technical assessment will not confirm if the candidate can function in the context of your corporate culture and values.
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
1 年Another insightful piece of research Nicolas. Skills-based hiring techniques are fine, provided that you are hiring skilled people. More often than not, when looking at entry-level employment, university graduates may have picked up some technical knowhow - especially if they have undertaken an internship as part of their university education. What about those who have not been to university (or college) and have not had the opportunity to gain such skills. In the UK the answer is that they can apply for an apprenticeship whereby they gain the technical skills required whilst they are working. Whether the new starter has undertaken a degree course or an apprenticeship, behavioural skills are still essential. Did you know that in the UK even university graduates can undertake an apprenticeship when they have gained their degree - but that, in the majority of cases, a degree education is not essential to undertake an apprenticeship? Thank you for sharing an interesting post.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
1 年Nicolas BEHBAHANI Very interesting research that I had not seen. I have seen the trend toward skill based work more than titles. In a University where I work, there is a focus on "stackable" credentials where any students are welcome to the school (no test or GPA requirement) and placed in courses commensurate with their skills. They then earn credentials along the way towards their degree. The idea of hiring for skills more than degree makes sense as long as skills are definable and assessable. Fun to see organizations adapting to new work requirements. Thanks for sharing.