The private sector has been transitioning to merit-based recruitment in hiring and training. This means HR leaders and hiring managers are focusing on skills and experience and placing less emphasis on education and degrees. In 2020, the federal government followed suit when Executive Order 13932 was enacted to modernize and reform how agencies evaluated and hired applicants.
Private sector companies and federal agencies used to rely on experience listed on applicants’ resumes and education when they evaluated candidates. However, they are turning to merit-based recruitment mainly because studies show degree requirements exclude qualified candidates. In research studies conducted with Harvard Business School, Accenture, and Grads of Life, three out of five HR leaders and senior executives admitted that they rejected qualified talent solely because an applicant did not have a degree.
What Is Merit-Based Recruitment?
Merit-based recruitment is a skills-based talent management strategy where candidates are required to prove they have the abilities, knowledge, and skills required for a job. This means applicants must complete skills assessments instead of simply submitting a resume or completing a job application.
Skills-based hiring differs from traditional hiring methods because employers no longer evaluate candidates solely based on degrees and work experience. Instead, HR teams and hiring managers rely on skills test results to measure applicants’ actual abilities without regard to how they obtained the knowledge and expertise.
Merit-based recruitment extends beyond hiring because HR teams can use skills assessments to enhance employee development efforts. Reviewing skills test results shows which employees are ready to be promoted or could be with additional training. HR managers can develop personalized training programs to help employees succeed in their new roles and learn skills that will prepare them for a promotion.
For example, eSkill’s clients can use the Leadership Skills Test to evaluate leadership potential and include questions from the Verbal Communication and Emotional Intelligence skills assessments. If an employee is being considered for a position that requires a lot of interaction with other teams or managers, they can also include questions from the Teamwork and Collaboration skills assessments.
Benefits of Merit-Based Recruitment
These are reasons private and public-sector organizations are moving away from traditional applicant-screening methods and turning to merit-based recruitment.
How Organizations Implement Skills-Based Hiring
To implement a merit-based recruitment process, evaluate job postings and position descriptions, and identify the skills and abilities necessary for each position. Then revise job postings to highlight required attributes and list a degree as a “preferred” instead of a “required” qualification.
The HR team should then define how they will measure applicants’ skills and abilities. Most organizations add skills assessments to their hiring process, like those available through the eSkill Talent Assessment PlatformTM. They also use skills tests to evaluate existing employees’ abilities to proactively manage training and employee development.
Are you ready to implement a merit-based recruitment strategy for your organization? Contact us to request a demo to learn why it should include skills assessments.