Imagine a team member considered unconventional—a person who doesn’t fit the traditional mold but eventually becomes the company’s CEO. This scenario is not as far-fetched as it may seem; it happened right here at Boulo. The secret behind such success lies in skills-based hiring.
In our latest LinkedIn Live, our recruiters, Jeanne Monk & Stacy Ball, and CEO, Delphine Carter, gave us great advice on Boulo’s unique approach to hiring. Here are our takeaways:
What is Skills-Based Hiring?
Skills-based hiring values transferable skills and practical experience over formal education and job titles. It’s about asking, “What did they do?” rather than “What is their title?” This approach often uncovers hidden talent and fosters high-performing teams.
The Talent Dilemma in Today’s Market
Despite fewer jobs and ongoing layoffs, companies still struggle to attract and retain skilled workers. There’s a common misconception that simply posting a job on LinkedIn or Indeed will flood you with the right candidates. Sure, you might get hundreds of resumes, but chances are many of those contain keyword stuffing and ghost keywords designed to manipulate algorithms rather than showcase genuine talent.
With 62% of HR directors believing that workers will need to reskill or upskill once a year to maintain a competitive edge (Citrix), it’s clear that technology changes rapidly, leaving many workers behind. Yet, not enough employers are offering upskilling opportunities. Gig workers, in particular, are becoming the most trained segment of the workforce, ironically contributing to a growing pool of less skilled individuals in traditional employment.
Recognizing this, it becomes more important to focus on candidates who are a great fit for your company but may need additional skills. They have the potential to grow and evolve with your organization.
The Key to Reading Resumes Differently
When faced with 150 resumes, it’s tempting to skim through them, focusing on job titles and tenure. But if you want to provide a different service and go the extra mile, you must dive deeper. Focus on specific activities and accomplishments rather than titles. Verbs are your best friends here—they indicate actions taken and results achieved, which can translate directly into the needs of the role you’re hiring for.
Take the time to research the type of company a candidate has worked for and see if there’s a match or similarities with your organization. This deeper understanding can help you identify candidates who others might overlook.
Diverse Thinkers Create Stronger Teams
One of the greatest values of skills-based hiring is the ability to build teams of diverse thinkers. Instead of using a one-size-fits-all job description, tweak it to include skills that might be missing from your current team. Otherwise, you risk ending up with clones of the same person. For instance, you might need one team member with attention to detail and another who is a visionary, ensuring the team possesses a wide range of skills.
Rory Sutherland, a renowned marketing leader, emphasizes the importance of identifying missing skills within a team. By creating a “skill bank,” you can easily pinpoint what’s lacking and use that information to craft more effective job descriptions.
How to Understand Candidates Beyond the Resume
Skills-based hiring also requires a deeper conversation about the most important aspects of a job. What does a day in the life of this role look like? When reviewing resumes, use your imagination to consider how candidates could fit into those needs and what unique contributions they might bring.
Life events such as downsizing or job loss often force individuals to take less-than-ideal positions, leading to frequent job changes. But if you understand the circumstances, you can see past these superficial issues and appreciate the true value a candidate might offer.
Skills-Based Hiring Case Study:
We worked with a healthcare IT company that needed to fill a customer service manager position to lead 10-20 IT consultants. Initially, they wanted someone with a strong IT background. However, after the first round of interviews, it became clear that IT knowledge wasn’t the most critical factor. The real need was for leaders who could manage metrics like problem-solving time and who possessed empathy and a desire to help others.
By shifting the focus to these qualities, the company found candidates who were capable of learning the necessary IT skills but, more importantly, had the leadership qualities that mattered most. These individuals are still with the company, thriving and contributing to its success.
The Importance of Time and Expertise
If you’re an internal recruiter juggling multiple HR responsibilities, allocating enough time to dig deep and truly understand each candidate is crucial. This is especially important for key positions. If you don’t have the hours to do this, consider partnering with a specialized recruiter like Boulo. They have the expertise to identify unique talent and ensure the best fit for your organization.
Upskilling: A Necessity, Not a Barrier
Affordable upskilling is more accessible than ever. Many software providers offer training because they want users to master their products. If a candidate has successfully learned a complex system in a previous role, trust that they can do the same with yours. The ability to learn is no longer a barrier.
Skills-based hiring is more than just a trend—it’s a strategy for building stronger, more diverse teams that drive innovation and success. By focusing on what candidates can do rather than who they are on paper, you can unlock potential and create a winning team, no matter how unconventional its members may seem.