Due to the multifaceted and heterogeneous character of the skills mismatch issue, there is no silver bullet for fixing it. However, there are straightforward strategies that all companies can use before, during, and after the recruiting process to significantly lessen the likelihood of this happening and the subsequent crushing disappointment of yet another recruitment gone wrong.
Pre-hiring process
Most of the interesting stuff occurs before you even hire someone. By “magic,” we mean the time and effort spent planning and developing the job description, outlining the qualifications for success, and bringing your vision of the perfect applicant to life in your advertisements. Some considerations to keep in mind at this point of the recruiting process to assist in reducing the possibility of a skills mismatch:
1. Create job descriptions based on skills.
Writing a job description requires you to be very detailed. Provide a detailed job description highlighting the qualifications you’re looking for and the success criteria you have for the ideal applicant. After all, this is your first chance to avoid a poor fit in terms of skill sets.
It’s OK to spice up your job description to better reflect your company’s identity and promote the perks of working there. Keep it from sidetracking you from the main story. Avoid ambiguity by keeping the essential information (the abilities) simple, direct, and provided on an obligatory to recommended scale. Don’t sugarcoat anything; say what you mean.
It would help if you mentioned the following in your job description:
- An appropriate job title that accurately defines the role (being creative here is more confusing than anything else)
- Outlining the duties, qualifications, and “typical day” of the perfect applicant for this position.
- Specify the technical abilities needed to carry out the duties of the position.
- List the soft skills required to succeed in the position.
It is recommended that just the “must-have” qualifications be included in the job description. Skills that are “good to have” but not necessary and can be learned on the job can serve as a barrier to entry.
Finally, rather than relying on conventional recruiting words, think closely about the needs that are genuinely vital to the position’s success. We’ve learned from the concept of “skills obsolescence” that a person’s number of years in a certain field isn’t necessarily indicative of their ability to do the task successfully or to the requisite level. For instance, “requiring a person who has experience running X application” is more effective than “3-5 years of experience needed” when describing the level of expertise required. If you take the time to write a detailed and accurate job description, you’ll attract qualified applicants and reduce the likelihood of a skills mismatch.
2. Develop a strong employer brand
When a company successfully markets itself as a desirable workplace, it has established what is known as a positive employer brand. Potential employees are more likely interested in working for a firm with a strong employer brand that effectively conveys the organization’s values and culture. Effective branding communicates a company’s values and ethos in a way that attracts and retains customers.
Gaining the confidence of prospective employees by establishing a positive reputation as an employer is beneficial since it allows you to:
Decrease the time spent advertising open positions: More people will apply for a job at a firm if they feel a connection to the values and mission of the business.
More potential employees to choose from: A larger pool of applicants means you may take your time finding the best person for the job rather than settling for the first person who applies. This thus lessens the possibility of a skills mismatch.
3. Use a recruitment agency
Consider working with a recruiting service if your company needs a strong and well-known employer brand.
When you hire a recruiting agency, they will be able to assist you in finding better applicants since they will be up-to-date on market behavior and trends. The danger of a skill mismatch may be reduced with the aid of recruiters with the resources, contacts, and expertise to find qualified candidates.
If reducing time to hire and improving hiring quality are major priorities, working with a recruiting company may help you find qualified individuals more quickly.
4. Use skills-based assessments
During the interview process, dishonesty is, unfortunately, the norm. Checkster, a business that verifies references, found that 78% of applicants lied on their applications.
If you want to be sure your applicants are who they say they are, you should give them tests that reflect the requirements of the position you’re trying to fill.
5. Be deliberate with your interview questions
The interview is the best opportunity to find out whether a candidate is culturally compatible with the company and to ask follow-up questions on the prospect’s situational and soft skills.
You won’t have to put as much emphasis on talent testing if you’ve previously put applicants through a skills-based evaluation and narrowed the field to a select few. There will be more space to ask questions about the candidate’s personality and career goals and behavioral and situational questions that test skills like communication, presentation, and quick-thinking problem-solving, if they’re relevant to the position.
Conclusion
The productivity and growth of a business might be hindered by a staff’s lack of complementary talents. Poor productivity has far-reaching and expensive consequences for businesses, including decreased employee satisfaction, more turnover, and substantial monetary loss.
The danger of a skills mismatch may be reduced by incorporating deliberate measures throughout the whole recruiting process, beginning with creating job descriptions and continuing with onboarding new employees and developing their existing skill sets.
First and foremost, including a pre-employment evaluation in the recruiting process is one of the most time- and cost-efficient ways to prevent a skills mismatch.
