Why the Surge in Skills-Based Hiring for STEM?

A revolution is brewing in STEM recruitment. New fields like Renewable Energy, Industrial Automation, and Biomanufacturing are growing fast. They require new skills and knowledge regularly due to advancements in technology and science. So, many companies are moving from traditional hiring practices, which often prioritize credentials above all, to an innovative model that signals a new era in talent acquisition. 

Skills-based hiring  is taking center stage, with promise to deliver not just employees, but teams of dynamic talent, uniquely fit to propel us into the future. This shift is not just a trend, but a necessary step for the industry and companies looking to stay ahead. 

Skills-based hiring is taking center stage, with promise to deliver not just employees, but teams of dynamic talent, uniquely fit to propel us into the future. Here's why this shift isn't just a trendy buzzword, but an imperative step for the industry at large and companies that want to gain an edge.

What is Skills-Based Hiring?

Skills-based hiring focuses on candidates' practical abilities and potential to perform job functions, rather than their academic backgrounds. It involves evaluating transferable and job-specific skills, as well as the ability of candidates to acquire new technical skills on the job. 
 
 

This method believes that success comes from more than just education and past jobs. It also comes from practical skills and the ability to keep learning in new working environments. A recruiting partner like Kelly can help you in this respect, to identify the right expertise or transferrable problem-solving skills that can work from other domains, disciplines, or even geographies you may not know as well as your own.

Why STEM Companies Need Skills-Based Hiring.

Higher Quality of Candidates.

Making hiring mistakes can be very costly for a company, sometimes costing up to 27 times the employee's salary. Using a skills-based approach helps companies find a more diverse group of candidates, including those with non-traditional backgrounds or work experience. This can lower the chances of making expensive hiring errors. 

One example is the field of Biomanufacturing, which is relatively new. Employers are having a hard time finding qualified candidates with the necessary expertise in therapy, manufacturing, and regulations. So, Kelly is finding innovative ways to reach a wider audience from areas with transferable skills, like this recent Expert Exchange Series event we hosted for employers and candidates in Cell & Gene Therapy.

Enhanced Employee Retention.

Studies have shown that skills-based hiring is more indicative of job performance and satisfaction. Employees are happier and more likely to stay at a company when their skills align with their job responsibilities. This is especially true for those who do not have a college degree. 

Matching skills to job duties is important for employee satisfaction and retention. It can lead to increased job performance and overall job satisfaction. Retention is another area where an expert like Kelly excels, demonstrated in this recent case for Manufacturing Associates at leader in vaccines. 

Greater Workforce Diversity. 

Skills-centric hiring promotes diversity, equity, and inclusion by offering opportunities to talented individuals who may face financial or systemic barriers to higher education. This approach helps to level the playing field, enabling companies to benefit from a broader array of perspectives and experiences. Again, this benefit can be enhanced by the right partner for recruitment strategy. For instance, Kelly Engineering already outpaces the graduating average by 30% for placing women in engineering. 

Best Practices for Implementing Skills-Based Hiring.

Define Skill Sets.

Clearly identifying the skills required for a position is the first step in adopting a skills-based hiring approach. It is crucial to include both hard and soft skills, and to consider how to demonstrate and assess them. Here a partner can offer you more insight on specific segments of talent, as in this Hiring Outlook for Industrial Automation. 

Utilize Assessments.

Pre-employment assessments offer a practical way to evaluate candidates’ abilities beyond their resumes. Implementing such assessments as part of the recruitment process can significantly streamline candidate selection, ensuring that the focus remains on practical skills. 

Structured Interview Process.

Organizing interviews with measurable criteria helps ensure fairness and accuracy in evaluating skills. This makes it easier to find candidates who are truly the right fit for the job.

Leverage Expertise.

Partnering with recruitment experts like those at Kelly, who specialize in skills-based hiring, can provide invaluable insights and support in optimizing your hiring process. Consider this final case, where we helped a revolutionary start-up in energy storage technology get the expert talent it needed to thrive. 

It reflects how at Kelly, we understand the critical importance of matching the right talent with the right opportunities. We use our hiring expertise to find skilled candidates. We can help you fill job openings. 

We also bring on board people who will boost innovation and increase diversity. Our goal is to help your company succeed in the long run. We’re the experts at hiring experts. Reach out to us today to learn how we can transform your hiring process and ensure your company is ready for the future. 

For more information on how Kelly can support your need for STEM talent, visit our web site . 

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