Read our in-depth articles on skills-based hiring and learn how it can help you find top talent.
Technology advancements have revolutionized HR management, providing software applications and HR platforms to store key data, automate tasks, and inform decision-making. It also has a positive impact on employees: A study by Qualtrics found that workers who use technology to boost productivity are 158% more engaged than those who don’t. They are also 61% more likely to stay with their employer. The challenge is choosing which HR tech to use. New HR technology trends surface all the time, and id
We’ve all been there – questioning our recruiting decisions and fearing the consequences of mis-hiring. But today’s landscape has seriously exacerbated hiring anxieties. You’re dealing with a challenging job market that’s riddled with high competition, skills shortages, and more – making recruitment more daunting than ever. In this article, we show you how to hire with confidence despite all this. We look closely at what’s eroding your confidence and equip you with five simple strategies to h
For over 100 years, employers have known that the strongest employees possess a variety of soft skills [1]. This is still true today, and employers are increasingly recognizing the need for these skills in their workforces. For instance, in TestGorilla’s 2023 State of Skills-Based Hiring research, 91% of responding employers told us that soft skills are more important now than they were five years ago. Most companies are familiar with classic soft skills, like time management and communication
At TestGorilla, we believe the future of hiring is skills-based. But that’s only the beginning. Organizations wanting to future-proof their workforces shouldn’t stop at skills-based hiring. They must also place skills at the center of building and managing their workforces. This approach creates a culture of continuous learning, adaptability, and innovation throughout your organization, benefiting both the business and your employees. In this article, we make the case for an approach to hiring
Despite women making up nearly half of the US workforce, they hold only a third of executive roles in the S&P 500. [1] Ethnic minorities are also greatly underrepresented in leadership and executive positions, and there’s hardly any data on how many leaders come from a low socioeconomic background. [2] This information alone highlights that social mobility at work needs some serious work. In fact, only 9% of companies think about it at all in their diversity, equity, and inclusivity (DEI) initia
In a recent Gartner survey of HR managers, 47% admitted they didn’t know what skills gaps existed in their current workforce. [1] This finding is surprising given this information's crucial role in effective recruitment, strategic workforce management, and succession planning. It’s even more astonishing considering there’s a dedicated tool designed to help organizations understand their workforce’s skills: skills ontologies. Some organizations dismiss skills ontologies as overly complex, acade
Inclusive job listings are an essential first step to creating a diverse workforce, which studies show leads to greater innovation and problem-solving, reduced turnover, and better overall financial performance. They’re also the best way to ensure you’re not unintentionally driving away ideal candidates. Of course, inclusive job listings are nothing new. But as society evolves and we learn more about social inequities, companies must adopt new approaches to inclusivity, grounded in authenticity
States across the US are implementing a skills-based approach to hiring and rewriting the rules to traditional hiring practices. Instead of evaluating candidates on their education and background, they’re going in search of diverse talent who have the skills needed for the job. This opens up opportunities to people who might miss out because they’ve been skilled through alternative routes (STARs) or don’t have a degree. However, not all states are created equal in their approaches to hiring and
The global skills shortage is ongoing. Many skilled workers are being turned away by employers because of a lack of formal education or experience on their resumes. Many employers are not offering workers learning and development opportunities even though 45% of workers say they would stay at their company longer if it invested in their growth.[1] Skills-based hiring is a proven strategy to locate, retain, and develop skilled workers. In fact, our report, the State of Skills-Based Hiring 2023,
Sure, scaling fast is a “good problem to have.” But it can also quickly become your worst nightmare. When your company is experiencing a growth spurt, you may not have the workforce needed to meet escalating business demands. You’ll need more employees ASAP – and not hiring fast enough could mean losing business, damaging customer trust, and angering investors. However, the pressures of fast recruitment can also lead to rushed decision-making and mis-hiring. This then disrupts growth, stifles r
Ask any recruiter about the importance of skills and they would say it’s one of (if not the most) important factors when selecting a candidate. However, in traditional hiring, skills assessments come a lot later in the process than resume screening. And indeed, for decades, candidate selection has been synonymous with resume screening. Evaluating resumes and looking at degrees, job titles, and years of experience have been the cornerstones of the selection process. However, if that’s your way o
After onboarding Antonio, your newest tech hire, you're excited to report to your leadership team that you're one step closer to fulfilling your company's diversity, equity, and inclusion (DE&I) quota. It’s part of a push to make your organization more diverse in light of growing awareness of the positive impact on innovation, employee morale, and overall business success. However, after a few weeks on the job, you notice Antonio's skills on paper don't match his expertise in real life. He’s str