Simplifying Skills-Based Hiring: are most companies overcomplicating it?

Google ‘Skills-based hiring’ and you get 399 million results and almost as many definitions. No one can agree on what it is, never mind how to implement it.
And that’s before we consider all the other things that make skills-based hiring hard.
💡 When the shelf-life of a skill is less than 2.5 years, how do you design a skills-based hiring process that guarantees candidates can continuously learn and unlearn?
How do you make progress quickly when progress requires matching up your hiring process to your very complicated skills-taxonomy (that might be out of date in a year)?
💻 And how do you guarantee you’re seeing your candidate’s authentic skills and capabilities, not just how good they are at using ChatGPT?
We’re bringing together cutting-edge research and leading industry voices to share insight into everything you need to know about skills-based hiring -- and why it’s the key to unlocking potential in all candidates, not just those with ChatGPT-4 at their fingertips.
In this episode of TA Disruptors LIVE, host Hung Lee will interview top TA Disruptors with innovative approaches.
Download, The pragmatist’s playbook for skills-based hiring: helping TA leaders navigate a new era of recruitment now 👉​ landing.arctic...
_______________
Our Arctic Shores next generation psychometric assessment uses 12,000 data points to uncover the true potential of a candidate, in a way the CV and traditional assessments no longer can.
We're helping forward-thinking talent acquisition teams leap light years forward.
Find out more here and join the CV-less hiring revolution 👉  www.arcticshor...
#Hiring #TalentAcquisition #TaskBasedAssessment #ChatGPT #SkillsBasedHiring