#7 Why Skills-Based Hiring Is Misguided: Insights from Henry Biemann
In the dynamic field of recruiting, retention, and engagement, there is a prevalent but flawed approach many organizations adopt: skills-based hiring. As an expert in this area, I, Henry Biemann, assert that you should never hire solely for skills.
Here are five key reasons why:
1. Skills are Easily Faked
In today's world, anyone can exaggerate their skills on a resume. The internet is filled with guides on how to craft the perfect resume, often by overstating one's abilities. When taken at face value, skills don't accurately measure a candidate's true potential or suitability for your organization.
2. Skills Have No Indication of Character
Character is a fundamental trait for any employee. It influences how a person behaves under pressure, interacts with colleagues, and adheres to ethical standards. Skills alone don't reveal a candidate's character or whether they possess the integrity and values that align with your organizational culture.
3. Skills Have No Indication of Attitude
A positive attitude can make a significant difference in the workplace. Employees with a can-do mindset are better equipped to handle challenges and thrive in various situations. Conversely, a highly skilled individual with a poor attitude can negatively impact team dynamics and productivity. Skills don't provide insight into a candidate's attitude towards work and collaboration.
4. Skills Have No Indication of Work Ethic
Work ethic is a critical predictor of an employee's performance and reliability. A strong work ethic means an individual is committed to doing their best and consistently delivers results. Skills on a resume don't convey how dedicated or hardworking someone is, nor do they reflect a person's perseverance and discipline.
5. You Can Teach Skills, But You Cannot Teach Commitment
Commitment is an invaluable trait that cannot be taught. A committed employee is genuinely invested in the organization's success and goes beyond their job description to contribute. While skills can be learned and developed, commitment and a genuine desire to see the organization succeed cannot be instilled through training.
Reflecting on Harvard Business Review’s Perspective
The Harvard Business Review article “What Companies Get Wrong About Skills-Based Hiring” highlights the growing trend of focusing on specific skills to fill roles. While the intention behind this trend is understandable, it overlooks several critical aspects that contribute to long-term employee success and organizational growth.
The article emphasizes the need for skills in a rapidly changing job market. However, it fails to address the significant downsides of this approach. When companies prioritize skills over character, attitude, work ethic, and cultural fit, they risk high turnover rates and diminished team morale. As I've highlighted, one in three people leave a job within the first 90 days. This statistic underscores the importance of looking beyond skills to find candidates who truly fit within the organization.
The Real Focus: Cultural Fit and Commitment
Do you want to hire someone merely because they possess the required skills? Or do you want someone who understands your mission, aligns with your values, and is eager to contribute to your organization's success?
The answer is clear. Effective hiring practices should prioritize finding culturally fit candidates with strong character, a positive attitude, and a robust work ethic. These qualities drive organizations forward and ensure long-term success.
Here’s a link to the Harvard Business Review article
Henry Biemann is a renowned expert in recruiting, retention, and engagement, and a sought-after speaker and author in the field.
