😏 do you have the skills?


Good morning, HR Leaders!

Mariam Mushtaq from HR Brain Pickings here, back after a sort of week-long vacay to escape the summer heat! ☀️ 

Thankful for a company that allows and encourages flexible workspaces. Check out my work-view from last week. 😉 

Also BTW → if you want to be featured in the upcoming editions (Wednesday editions are being moved to Thursdays) - feel free to reach out to me!

Some topics we have in mind are - setting boundaries in HR, how talent management is evolving, how do you use data in HR, etc.

Connect with me on LinkedIn or email me!

In This Edition:

Anyway, back to reality → this week, we’re zeroing in on the meteoric rise of skills-based work environments. I went through a couple of articles and reports, and we’ve sifted through to find nuggets of information to keep you updated.

What is the most important factor you consider when hiring an employee?

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Understanding Skill-Based Concept

Honestly - I was not fully sure what a skill-based work environment really meant. 🤫 

This is what I learnt - skill-based work environments essentially prioritize an employee's skills and capabilities over traditional metrics like tenure and job titles.

This approach is gaining traction, and for good reason – it aligns perfectly with the future of work. 🤖 

Let’s understand better with an example:

Whenever a new client project comes in, an agency evaluates the project's requirements and assembles a team from a pool of employees who have the skills best suited for the task. Here’s how it works:

Project Need: A client needs a campaign that involves digital marketing, graphic design, and copywriting. 🎨📝

Team Formation: The agency selects team members who excel in these specific areas—perhaps a digital marketing strategist, a graphic designer, and a copywriter—regardless of their job titles or departments. 🤝

Flexibility and Adaptability: Team members may shift between different projects over time, allowing them to apply their skills in various contexts and work with different colleagues, enhancing collaboration and creativity. 🔄

So this approach basically maximizes the use of diverse skills, making the agency agile and responsive. 👍️ 

Who does this benefit?

Skills are the new currency 🤑 in the HR landscape. They represent a shift towards a more agile, responsive, and employee-centric approach. Here’s how it benefits both the employer and employee and presents a win-win experience.

📈 Increased Agility: A workforce adept in a variety of skills can pivot quickly in response to industry changes.

🔗 Stronger Engagement: Employees feel valued when their skills are recognized and nurtured.

🧑‍💼 Career Development: Employees have the opportunity to apply their skills across various projects and challenges, which can accelerate their professional growth and development.

🧠 Boosted Innovation: A diverse set of skills can drive innovation and creative problem-solving within teams.

Hiring for skills is five times more predictive of job performance than hiring for education and more than two times more predictive than hiring for work experience.

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Not-to-be-missed AIxHR Event 👇️ 

Why Attend?

We all know AI, but how do we best put it to use, especially in HR? This exclusive event gathers speakers and panelists from across the globe, all ready to unveil the secrets behind leveraging AI to up-level HR practices.

🗒️ Tips for HRs | The How of Skill-Based Orgs

According to McKinsey, here are some strategic actions to effectively implement skills-based practices and enable career progression for employees:

1. Get Aligned and Get Moving:

  • Internal Alignment: Employers should start by getting their internal teams on the same page about adopting skills-based practices. 👥 

  • Quick Wins: Begin with easily achievable goals like expanding the talent pool by removing degree requirements from job postings. 🙌 

In May 2022, the state of Maryland announced it would no longer require degrees for almost 50% of its positions, opening thousands of jobs in healthcare, corrections, policing, skilled trades, and engineering to a bigger pool of applicants.

2. Modify Employee Journey:

  • Sourcing: Define essential skills for roles, shift away from credential dependence. ➡️ 

  • Hiring: Implement objective methods for assessing skills through structured interviews and skill assessments. ✍️ 

  • Career Development: Develop customized onboarding to meet new hires at their current skill levels, provide ongoing training, and promote from within based on skill acquisition rather than academic degrees. 📜 

Missed the last newsletter? Catch up here.

Today’s HR Reads for You 📚️ 

  1. The fortune-teller was wrong ☹️ : 2024 Salary Increases Lower Than Projected

  2. A refresher on the non-compete ban: The FTC's new non-compete ban is a wake-up call for employers

  3. Who made the list? 🤓 15 best companies to work for in 2024

Trivia Feature Highlight 💡

☕️ Virtual Coffee: A solution to your virtual team that might be disengaged. Trivia automatically introduces colleagues and prompts them to get to know each other better. 🤝 

ICYMI: State of AI and Productivity in 2024

What’s Inside: This report synthesizes the findings from a comprehensive survey done by Springworks, aimed at unpacking workplace productivity across various professional roles. 🧑‍💼 

What’s Happening at TSOW?

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