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Linked – What Companies Get Wrong About Skills-Based Hiring

You didn’t think making announcements about skills-based hiring and removing degree requirements from job postings would automatically change everything, did you?

The article below would like a word:

In recent years companies have removed college-degree requirements from many of their job postings. They’ve done this for good reason: Talent is scarce, and requiring degrees eliminates almost two-thirds of workers from consideration, a disproportionate number of them Black and Hispanic. But there’s a problem: For every 100 of these new postings, fewer than four additional candidates without degrees are actually hired.

This reminds me of many a well-intentioned diversity statement and official hiring policy. You can suggest all kinds of ways to make a job posting and process more appealing to underrepresented groups in your industry, but they fall apart when individual managers make individual hiring decisions.

They hire the person they know or who reminds them of the others in their team.

They can’t help it.

It’s how they got hired, more than likely, and it’s also what they are incentivized towards. Most hiring managers have a short-term problem. They have work that needs to be done and not enough bodies to do that work. The easiest thing to do is hire another body just like the ones they have working for them. Many of them may understand the benefits of having a diverse team regarding broader life experiences with different voices and ideas, but that’s a long-term benefit. It’s not solving their short-term problem. Hiring another member of the team is a short-term solution.

Do you want proof that it’s a short-term solution? How many tech companies hired thousands of people to man projects that they only turned around and laid off a year later? That was short-term thinking. Not one of them was thinking about the long-term sustainability of the projects these people were hired to work on, only the need for bodies to get work done now. When the projects did not work, they could always get rid of those workers, again with no long-term consequences being considered.

If you want a more diverse team and want to use skills-based hiring instead of repeatedly hiring the same kinds of people, you need a long-term view. Unfortunately, those seem in short supply when organizations focus on the stock price instead of long-term health.

This article can help you get started.

https://hbr.org/2024/05/what-companies-get-wrong-about-skills-based-hiring

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