For several years, the private sector has been moving toward merit-based hiring-placing more emphasis and value on skills and experience than on education and degrees. According to the Harvard Business Review, employers began transitioning to a skills-centric talent pipeline management strategy between 2017 and 2019 instead of focusing purely on degrees and work experience.
With the enactment of Executive Order 13932, the federal government is in the midst of its own transition to modernize and reform the way applicants are assessed and hired.
Federal agencies historically relied on resumes and education to evaluate candidates. However, hiring officers are now legally required to use validated skills assessments and scale back reliance on educational qualifications. This approach is designed to improve hiring outcomes by enabling agencies to evaluate candidates on whether they meet job requirements, regardless of whether the skills were acquired through a university degree program, on the job, or through self-study.
This focus on skills-based hiring makes sense because it offers many advantages over traditional applicant-screening methods. Are you wondering what benefits merit-based hiring offers and how your organization can leverage them? Keep reading to find out.
What Is Merit-Based Hiring?
Merit-based hiring is often referred to as skills-based hiring because candidates must prove they have the abilities and knowledge to do a job by completing a skills assessment.
Merit-based hiring differs from traditional talent pipeline management because employers no longer evaluate candidates solely based on degrees and work experience. HR teams and hiring managers place less emphasis on both and rely on skills test results to measure applicants’ abilities and identify which ones are best qualified for the job.
Skills-based hiring extends far beyond the initial hiring process by leveraging assessments in staff development to prepare workers to step into leadership roles. HR leaders can use eSkill’s Leadership Skills Test to evaluate employees’ leadership potential. They can create custom assessments that meet their exact requirements by adding questions from Remote Working, Verbal Communication, and Emotional Intelligence skills assessments. Once they review the results, they can develop personalized training programs to help employees further their careers while increasing their value to the organization.
Benefits of Skills-Centric Talent Management
By implementing a merit-based talent pipeline management strategy, your organization gains the following benefits:
How to Implement Skills-Based Talent Management
The first step in implementing merit-based hiring is to evaluate your job postings and position descriptions. Meet with your team and hiring managers to identify the skills and abilities necessary for each position. Then create job postings that highlight what attributes you seek and list degrees as “preferred” qualifications instead of “required.”
The next step is to define how you will measure applicants’ skills and abilities. The most pragmatic approach is to include skills tests in your hiring process. You can also use skills assessments to measure existing employees’ abilities to guide training and employee development.
The best way to implement a merit-based talent pipeline management strategy is to leverage skills tests for hiring, training, and employee development. Contact us to request a demo.