It doesn't get any more hybrid than this...

Source: Reddit
#skillsbasedhiring #informedecisions

I have 3 questions for you

1. Is this more funny or sad?

2. I understand why written communication is important to this role, but how complicated is it to ask to write about something relevant to the job?

3. In the era of generative AI - is it even relevant to assess written communication skills? if a candidate uses GenAI to clearly express themselves, should it matter?

#skillsbasedhiring #candidateeperience #informedecisions

This is an actual assessment for a marketing associate position, asking the candidate to rank order the words from best to worst - what TA professional in their right mind buys such an assessment? How could you even think it predicts something? And even if it did, what about the candidate's experience?

Source: reddit

#skillsbasedhiring #candidateperience #informedecisions

"The "Babble Effect" is also an interview bias—we tend to be more impressed by highly talkative candidates who exude confidence, often neglecting to thoroughly assess their competence and skills beyond the chatter.

Want to uncover your own interview biases? Reach out to me.

#interviews #bias #skillsbasedhiring

https://www.linkedin.com/posts/adammgrant_the-person-who-talks-the-most-is-the-most-activity-7177344737685729280-r4B8/?utm_source=share&utm_medium=member_desktop

Skills-based hiring - What's in it for the hiring manager - Ericsson's example

When implementing Skills-Based Hiring, Ericsson made sure to engage hiring managers by sharing what's in it for them and what will actually change. Check out this great and simple example:

Sources: Ericsson 2023, The conference board: The Long but Rewarding Journey to Becoming a Skills-Driven Organization

🔗 Want to get started with the skills-based approach? check out our checklist: https://informedecisions.io/ebooks-and-guides/skills-based-hiring-the-checklist/

#skillsbasedhiring #interviewintelligence #informedecisions

SKILLS BASED HIRING - WHAT'S IN IT FOR THE HIRING MANAGER - ERICSSON'S EXAMPLE

When implementing Skills-Based Hiring, Ericsson made sure to engage hiring managers by sharing what's in it for them and what will actually change. Check out this great and simple example:

Sources: Ericsson 2023, The conference board: The Long but Rewarding Journey to Becoming a Skills-Driven Organization

🔗 Want to get started with the skills-based approach? check out our checklist. https://informedecisions.io/ebooks-and-guides/skills-based-hiring-the-checklist/

#skillsbasedhiring #interviewintelligence #informedecisions

Adam Grant on the importance of "Character Skills"

Watch this video from the world economic forum, where Adam Grant breaks down what "Character" actually means and why it's more important for success than cognitive Skills.

Grant also points out that current job interviews fail to properly assess character skills and potential.. Organizations that don't want to stay behind will have to up their interview game quickly by utilizing methods and tools like skills-based hiring, AI and Interview Intelligence.

https://www.linkedin.com/posts/world-economic-forum_economists-have-found-that-character-skills-activity-7156979368467030017-P7UU?utm_source=share&utm_medium=member_desktop

#interview #skillsbasedhiring #informdedecisions

Embracing a Skills-Based Future: Insights from PwC's Pioneering Approach

In an era where technological advancements are reshaping the workforce landscape at an unprecedented pace, the focus on skills rather than traditional credentials has never been more crucial. Today I want to spotlight PwC's "New World, New Skills" program, which embodies the essence of a skills-based approach.

PwC is leading by example, committing $3 billion towards upskilling its global workforce, ensuring that its 276,000 employees are equipped to thrive in a digital world. This program not only aims to enhance digital competencies across the board but also to make a measurable impact on PwC's people, clients, and communities by building a more diverse, tech-skilled workforce and fostering a culture of continuous learning and innovation.

As we navigate through the digital transformation, the need for skills such as data analytics, artificial intelligence, and robotics process automation becomes increasingly evident. However, PwC's approach goes beyond technical skills, focusing on cultivating a mindset of adaptability, problem-solving, and digital fluency among its workforce.

This strategic focus on upskilling is a clarion call for organizations worldwide to reassess their talent strategies. It's an invitation to shift from traditional hiring practices towards a skills-based model that values capabilities and potential, paving the way for a more inclusive, dynamic, and resilient workforce.

🔗 Want to get started with the skills-based approach? check out our checklist. https://informedecisions.io/ebooks-and-guides/skills-based-hiring-the-checklist/

#SkillsBasedHiring #FutureOfWork #Informedecisions

WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW? GROWTH MINDSET

Interview Questions

Welcome to our 3rd post in this series.

Today we will discuss how can you learn about the candidate’s growth mindset based on their questions in an interview.

Growth mindset is the perception of oneself as a developing entity (vs. a fixed one). The definition of growth mindset usually encapsulates a motivation to grow and develop as a person and as a professional, openness to feedback and learning from others, and introspectiveness.

Questions indicating high growth mindset:

  1. Questions about growth and development opportunities within the role/company.
  2. Asking for feedback about their performance in the interview process.
  3. Asking about the things they will have to learn in order to be successful at the job.

Questions indicating low growth mindset:

  1. Questions that are focused only on the technicalities of the job and on the “here and now” (working hours and conditions for example).
  2. When asking about future development their focus is more on status/seniority and less on broadening their skills/knowledge.
  3. Not presenting any questions while being confident that they know all they need to know.

#interviews #informedecisions #skillsbasedhiring

INTERVIEW MYTHS BUSTED - ARE YOU A GREAT JUDGE OF CHARACTER?

WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW?

Welcome to the second post in our series.

The second skill we will discuss is critical thinking: Does the candidate have the ability to ask critical questions, look at things from different perspectives, play the "devil's advocate," and conduct meaningful analysis to make informed decisions?

Questions indicating high critical thinking:

  1. Asks deep or challenging questions about the information provided. For example: if you mention a culture of teamwork and collaboration, the candidate might ask, "How does that manifest in day-to-day operations?"
  2. When presented with a professional or technical challenge, asks follow-up questions to deepen their understanding of the information provided.
  3. Able to respectfully disagree with the interviewer. For instance, if the interviewer states, "We believe satisfying customers means giving them what they want," the candidate might respond, "Based on my experience, sometimes customers don't know what they want. Do you agree?"

Questions indicating low critical thinking:

  1. Asking generic questions easily found on the web, such as "Tell me about your culture."
  2. Repeating or reconfirming information already covered in the interview process or readily available in the job description, such as asking about the salary range or work model.
  3. Not asking any questions and simply repeating or confirming what the interviewer said, such as saying, "I really like your customer-centric approach."

#interviews #skillsbasedhiring #informedecisions

interview questions