Time to Switch to Result based Hiring than Skill based recruitment

Conventional methods always don’t stand at the top when the prevailing scenarios start to move out of the way. Over the years, the ultimate requirement of most of the employers is skill.

The candidate should be highly skilled, Candidates who have adequate skills can apply for the position and if you have necessary skills, you can walk-in for the interview are the various iterations used by the recruiters in general.

When analyzed with current trends, it is evident that companies who have recruited candidates for their exquisite skill sets failed to shine up to the level in their respective market.

Here are 10 important rationale for why Skill based recruitment is an outdated technique,

1. According to the recent information revealed by Linked in, majority of the CEO’s confessed the fact that the candidates that they have recruited by considering their skill sets in the first place never contributed as expected to the growth of the organization


2. On the other side, employees who are recruited based on their internal efficiency in terms of performance capabilities increases the revenue of the organization significantly


3. But the irony is that people who delivered successful results never meant to be for that while they were being selected. A lot of CEO’s admitted.


4. Basically the process of Skill Based hiring misses out a great opportunity of identifying really capable candidates providing the reason that they don’t have the required skills


5. A variety of candidates with diverse efficiency are snubbed by this method of hiring employees


6. Talent shortage continues to an everlasting concern by restricting the hiring process with this skill based job descriptions


7. It prevents the hiring of potential candidates who are simply classified as less skilled people


8. Motivation factor comes into the picture, if the candidates hired on the basis of skill sets are unable to do the work required


9. The plane theoretical knowledge possessed by most of the skill classified candidates fail to serve the demand of the organization


10. Overall, when we tap the corner of our common sense to check what is our literal expectation out of the candidates that we hire, obviously ‘Results’ would win unanimously than ‘Skills’

Delivering best results with what we have is ultimately better than looking for something that doesn’t exist.