Name: Why skills based hiring is the future of talent
Uploaded: 2023-11-07T10:41:20.767Z
Duration: 164.2
Description: Most people have traditionally been hired on the back of their resume or experience. But what if there was a better way? Sudha Ranganathan, Director Marketing & Talent Solutions at LinkedIn, explains why skills-based hiring allows for faster and more cost-effective recruitment and looks at how recruitment needs to change to make this the standard.

Sudha Ranganathan.v4.mp4

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English

{{00:00:00}}
Hi there.

{{00:00:00}}
I'm Sudha Ranganathan.

{{00:00:01}}
I work at LinkedIn.

{{00:00:02}}
I lead a product marketing team
for our North America business

{{00:00:06}}
in our talent solutions.

{{00:00:17}}
Very simply put skills based hiring
versus hiring based on a resume or

{{00:00:20}}
based on someone's experience can
expand your talent pool about 10 times.

{{00:00:25}}
Which means you can
hire faster for cheaper.

{{00:00:28}}
You're going to get more diverse
candidates in the pipeline and all around.

{{00:00:31}}
There's just so much
goodness that comes from it.

{{00:00:40}}
I will tell you that there was a
project we piloted at LinkedIn a

{{00:00:44}}
few years ago, where there were a
bunch of folks from the restaurant

{{00:00:47}}
industry who got hired into customer
success roles because they had the

{{00:00:51}}
transferable skills to succeed in them.

{{00:00:53}}
The restaurant industry
doesn't pay very well.

{{00:00:56}}
So I feel like this was a really
great career move for a lot of those

{{00:00:58}}
folks at a time when that industry
was going through a really hard time.

{{00:01:01}}
So to me, that's a great story
of people overcoming obstacles

{{00:01:05}}
because of self skills based hiring.

{{00:01:06}}
The transferable skill really is being
able to interact with customers, even when

{{00:01:11}}
what they're asking you sometimes can be
unreasonable, feel difficult to cater to.

{{00:01:15}}
Restaurant workers are very
used to dealing with that.

{{00:01:18}}
And it's a transferable skill.

{{00:01:19}}
You just take it into a B2B SaaS setting
and they're able to engage really

{{00:01:23}}
beautifully and succeed with customers.

{{00:01:25}}
So that feels like an easy one.

{{00:01:34}}
I think there's just so much work to
be done here over the next 10 years.

{{00:01:37}}
We're going to see three things happen.

{{00:01:38}}
We're going to see number one,
really evolving skill taxonomies,

{{00:01:42}}
which means really clear language
on what skills really are.

{{00:01:45}}
Number two, the mapping of those skills
taxonomies to specific job families.

{{00:01:49}}
So you know what you're screening for.

{{00:01:50}}
And number three ways to measure.

{{00:01:53}}
The proficiency of various
candidates at those various skills.

{{00:01:57}}
So you can actually hire
them with confidence.

{{00:02:06}}
The hurdles I mentioned are the same
things that we need to solve for in the

{{00:02:09}}
next 10 years for several job families.

{{00:02:12}}
Skills based hiring is much
easier because the skills are

{{00:02:14}}
more tangible and easy to codify.

{{00:02:16}}
And for others, there's still a lot of
work to be done on skill taxonomy, mapping

{{00:02:20}}
to job family, measuring proficiency.

{{00:02:22}}
So this I think is the biggest
hurdle, the work that needs to

{{00:02:24}}
be done over the next 10 years.

{{00:02:26}}
And I think the other one is mindset.

{{00:02:28}}
A lot of us are still very anchored in
the traditional way of hiring based on

{{00:02:31}}
experience and industry familiarity,
and it's just going to take some time

{{00:02:35}}
and leadership for that to go away.

I lead a product marketing team
for our North America business

Very simply put skills based hiring
versus hiring based on a resume or

based on someone's experience can
expand your talent pool about 10 times.

Which means you can
hire faster for cheaper.

You're going to get more diverse
candidates in the pipeline and all around.

There's just so much
goodness that comes from it.

I will tell you that there was a
project we piloted at LinkedIn a

few years ago, where there were a
bunch of folks from the restaurant

industry who got hired into customer
success roles because they had the

The restaurant industry
doesn't pay very well.

So I feel like this was a really
great career move for a lot of those

folks at a time when that industry
was going through a really hard time.

So to me, that's a great story
of people overcoming obstacles

The transferable skill really is being
able to interact with customers, even when

what they're asking you sometimes can be
unreasonable, feel difficult to cater to.

Restaurant workers are very
used to dealing with that.

You just take it into a B2B SaaS setting
and they're able to engage really

I think there's just so much work to
be done here over the next 10 years.

We're going to see number one,
really evolving skill taxonomies,

which means really clear language
on what skills really are.

Number two, the mapping of those skills
taxonomies to specific job families.

The proficiency of various
candidates at those various skills.

So you can actually hire
them with confidence.

The hurdles I mentioned are the same
things that we need to solve for in the

Skills based hiring is much
easier because the skills are

And for others, there's still a lot of
work to be done on skill taxonomy, mapping

So this I think is the biggest
hurdle, the work that needs to

A lot of us are still very anchored in
the traditional way of hiring based on

experience and industry familiarity,
and it's just going to take some time

Expert Insight

Most people have traditionally been hired on the back of their resume or experience. But what if there was a better way?
Sudha Ranganathan, Director Marketing & Talent Solutions at LinkedIn, explains why skills-based hiring allows for faster and more cost-effective recruitment and looks at how recruitment needs to change to make this the standard.

Workflow

Future of Work

HR tech, transformation, digitisation 

HR tech, future of work

HR tech, talent management systems, transformation

Skills, Future of work

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OIP.jpg

Sudha Ranganathan

Director Marketing & Talent Solutions

According to Ranganathan, skills-based hiring is a great way to expand your talent pool and brings in a more diverse range of candidates, which is highly beneficial.

The benefits of skills-based hiring

Ranganathan highlights a LinkedIn success story from a few years ago a group of candidates with transferable skills were brought in from another industry.

Real- life success

In the next decade, Raganathan expects three key changes: clearer skill definitions, skill-to-job mapping, and improved proficiency assessment for more confident hiring.

The impact of the technology

According the speaker, while skills-based hiring offers clear benefits, the significant challenges lie in refining skill taxonomies and shifting the hiring mindset over the next decade.