Why should we do away with Experience in Talent Attraction and Sourcing?

Re-thinking your talent attraction and retention strategy. An increasing trend in skill-based hiring indicates that the focus has shifted towards evaluating candidates based on their abilities and competencies rather than solely on their tenure, leading to a more equitable hiring process.

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Background

What is the war on talent post-pandemic?

One of the key issues keeping senior executives and HR chiefs awake is talent attraction and retention.

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The term "war on talent" refers to the intense competition among organizations to attract and retain top talent in the workforce. The concept gained prominence in the early 2000s when organizations faced challenges in finding skilled workers to meet their business needs.

The "war on talent" post-pandemic refers to the renewed competition for talent as the global workforce emerges from the effects of the COVID-19 pandemic. The pandemic has disrupted economies, industries, and employment landscapes, leading to shifts in workforce dynamics and priorities.

In the post-pandemic world, organizations are facing new challenges and opportunities in talent acquisition and management. Some key aspects of the "war on talent" post-pandemic include:

Talent shortage and skills gaps: The pandemic has highlighted certain skill shortages and imbalances in the job market. Organizations may face difficulties in finding candidates with specific skills and expertise that are in high demand.

Remote work and virtual recruitment: The pandemic accelerated the adoption of remote work and virtual recruitment processes. Organizations now have the opportunity to tap into talent pools beyond geographical boundaries, but they also need to adapt their recruitment strategies to effectively assess and attract remote talent.

Workforce flexibility and hybrid models: The pandemic has reshaped work arrangements, with many organizations adopting hybrid work models that combine remote and in-person work. Organizations need to navigate the challenges of managing and engaging a hybrid workforce while ensuring they attract and retain top talent.

Employee well-being and support: The pandemic has highlighted the importance of employee well-being and support. Organizations that prioritize employee well-being, mental health, and work-life balance are likely to be more successful in attracting and retaining talent.

Digital transformation and emerging technologies: The pandemic accelerated digital transformation across industries. Organizations that embrace emerging technologies and provide opportunities for employees to upskill and reskill in areas such as data analytics, artificial intelligence, and automation will be better positioned in the war for talent.

The business case for the war on Talent can be seen from three key prongs.

a)?????Talent is the most important?success factor for?organizations,

b)????Talent is a scarce resource and

c)?????Talent management is becoming a critical business imperative,

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The big questions for HR/people and culture is:-

Are you missing out on great talent because you are focusing on the NUMBER OF YEARS to measure competency (time-based experience) instead of the actual skills needed for the job (skill-based experience)?

Time-based experience refers to the amount of time a candidate has spent in a particular role or position. It focuses on the duration of experience and often assumes that a longer tenure equates to greater proficiency or expertise in the job.

Skill-based experience, on the other hand, emphasizes the specific skills, knowledge, abilities, and competencies that a candidate possesses, regardless of the length of time they have spent in a similar role. It shifts the focus from the duration of the experience to the quality and relevance of the skills acquired during that time.

In a traditional recruitment context, the time-based experience would consider factors such as the number of years a candidate has worked in a specific job or industry, while in novel recruitment approaches, the skill-based experience would focus on assessing the specific skills and abilities that are required to perform the job successfully. This approach recognizes that candidates may have gained valuable skills and expertise in different ways, such as through different roles, industries, or educational experiences, and allows for a more comprehensive evaluation of their qualifications and transferability of skills hence tapping into a diverse talent pool.

Ceasing the use of time-based experience in your talent process and focusing on skill-based experience leads to access to a wider, diverse talent pool and promotes a more inclusive and equitable hiring process. By shifting the emphasis to skills and abilities rather than solely on the amount of time spent in a particular role, candidates from diverse backgrounds, demographics, and with different career paths have a fair chance to showcase their relevant skills and potential. This approach also enhances your DEI performance.