Implementing skills-based hiring has been pitched as the dream for TA teams to aspire to for years now...

–– all as part of the CEO’s ambition to build a skills-led organisation. But we all know it’s not as simple as that.

Many of us see the value in switching focus from experience-centric hiring to skills-based hiring, but when it comes to executing –– that’s much easier said than done.

If the average shelf life of a skill is just 2.5 years (according to BCG), what’s the value in hiring for hard skills? If AI could revolutionise almost every role and rapidly be able to do many of the tasks that we previously needed a human to do, what do we need to hire for instead? And how do we convince the rest of the organisation that no investment in skills taxonomies is going to solve this big, thorny problem? 

In this practical session, we break down the practical steps TA teams can take to play their part in the development of the skills-led organisation in a pragmatic, data-backed way. And one that’s grounded in reality –– not just hype.

You’ll come away with insights into:

• What an extensive analysis of industry research and 36 billion data points on candidate potential and performance suggests TA teams need to select to future-proof their selection process and guarantee hiring manager satisfaction in an era when AI will revolutionise the shape of almost every role  
• What a realistic path to rolling out skills-based hiring might look like according to those who’ve tried (and failed) before, including practical steps you can implement immediately 
• How to avoid falling into the same traps as other organisations when thinking about the skills your organisation needs, with tried-and-tested learnings from trailblazing TA leaders.
  
  

Watch Robert’s full IHR talk here👇​

Make sure you sign up for our TA Disruptors newsletter to get first access to new data and insights.