New Ways of Hiring Why Skills Matter More Than Ever in Today's Job Market.
Skills Matter More Than Ever.
Script:
The need for innovative hiring strategies has become increasingly urgent in the United States. With the demand for workers surpassing the supply, companies are finding it challenging to secure the best talent amidst a time of economic uncertainty.Employers must revamp their existing talent strategies to stay ahead of the curve. The most sustainable way to hire and grow a more effective, engaged workforce is to focus on hiring for skills rather than relying solely on pedigree.Traditional indicators such as the right degree from a prestigious school, the right network to endorse you, and previous employers listed on your resume are weak predictors of a candidate's ability to do the job. While colleges and universities are essential sources of talent, it's counterproductive to treat a college degree as a box-checking exercise, creating unnecessary barriers for skilled workers seeking better opportunities.References and networks play a standard role in the hiring process, but they can unwittingly disadvantage some candidates. LinkedIn research shows that job seekers who attended top universities often have more robust networks, giving them a leg up in their job search.LinkedIn has started to see a shift in job postings that no longer require a college degree, with the number increasing from 15% in January 2020 to 20% so far this year. HR teams are also increasingly using skills data to find great talent, with 40% of hirers on LinkedIn explicitly prioritizing skills over pedigree. Companies that quickly adapt to this trend will build more resilient teams.
Hiring based on degrees alone means that employers are missing out on half of the workforce, as Opportunity@Work's research has shown. Around 70 million skilled workers have acquired their skills through alternative routes such as community college, military service, workforce training programs, skills boot camps, and on-the-job learning rather than obtaining a bachelor's degree.Industries like professional services, finance, and tech are particularly difficult for workers without bachelor's degrees to break into, according to LinkedIn data. Expanding the pool of eligible applicants to include those who come from alternative routes can provide companies with a competitive edge and promote greater diversity.
"prioritizing skills over pedigree"
In today's fast-paced, technological era, continuous learning is vital. Companies need to set up new hires for on-the-job training that extends beyond the initial intensive period of study. Hiring individuals who have already developed some of these skills through other experiences, such as lower-wage gateway jobs like customer service representatives and computer support specialists, can jumpstart the training process and help companies future-proof their workforce.Evaluating candidates based on professional certifications and behavioral questions that allow them to showcase their skills during the interview process is another effective way to gauge someone's ability to do the job.In an age of uncertainty, prioritizing skills over pedigree or networks can create a more agile workforce that has gained experience through a range of different routes. This can help to avoid "group-think" and foster more dynamic teams. Companies that continue to rely on outdated hiring strategies will inevitably fall behind.
Questions:
Part 1: Comprehension
Read and summarize the article thinking of who, what, when, where & why.
Part 2: True or False Questions
a) True or False - Companies are finding it difficult to secure the best talent. T/F
b) True or False - Traditional indicators such as a college degree, references, and networks are strong predictors of a candidate's ability to do the job. T/F
c) True or False - Job seekers who attended top universities often have more robust networks, giving them an advantage in their job search. T/F
d) True or False - Companies that continue to rely on outdated hiring strategies will inevitably fall behind. T/F
Part 3a: Guess the meaning of unknown vocabulary/phrases.
a) "Pedigree"
b) "Resilient"
c) "Break into"
d) "Future-proof"
Part 3b: Vocabulary in Use - Write an example sentence using the words from 3a.
a) Pedigree:
b) Resilient:
c) Break into:
d) Future-proof:
Part 5: Talking Points
Part 6: Role play Scenarios
The employer needs to fill a position, but is open to hiring candidates who don't have a college degree. The job applicant is a skilled worker who has acquired their skills through alternative routes such as community college, military service, workforce training programs, skills boot camps, and on-the-job learning. They discuss the applicant's skills and experience, and the employer provides recommendations for how the applicant can improve their chances of being hired.
The hiring manager needs to fill a position and is looking for candidates who have the right skills, rather than just a college degree. The HR representative has data on the company's hiring practices and can provide suggestions for how the hiring manager can find more diverse and skilled candidates. They discuss the job requirements and the skills needed for the position, and the HR representative provides recommendations for how the hiring manager can improve their hiring practices.
The employee has been hired based on their skills and experience, rather than just a college degree. The supervisor is responsible for training the employee and ensuring they are a good fit for the company. They discuss the employee's skills and experience, and the supervisor provides suggestions for how the employee can improve their job performance and succeed in the company.
Part 7: Writing Activity
Past Tense - Describe your university or school experience in as much detail as possible, what clubs did you join? did you study a lot?
Part 8: Critical Thinking - Alternative Routes Vs Bachelor's Degree.
Work in groups, and discuss the advantages and disadvantages of both alternative routes and getting a bachelor's degree to help get a job.
Team a thinks that alternative routes are better for future career prospects and team B thinks that bachelor's degrees are better.
Come back and reach a consensus on the best way to ensure that you can have a good career.
Answers:
Part 1: Comprehension
The main idea of the article is that innovative hiring strategies are needed in the United States due to the demand for workers surpassing the supply, making it difficult for companies to secure the best talent. The article suggests that the most sustainable way to hire and grow a more effective, engaged workforce is to focus on hiring for skills rather than relying solely on pedigree. The article argues that traditional indicators such as degrees from prestigious schools, networks, and previous employers listed on resumes are weak predictors of a candidate's ability to do the job, and that companies that quickly adapt to hiring based on skills will build more resilient teams. The article also suggests that companies that expand the pool of eligible applicants to include those who come from alternative routes to acquiring skills can provide them with a competitive edge and promote greater diversity. The article was written to inform employers and HR teams about the importance of hiring for skills in today's job market and to provide suggestions for effective hiring strategies.
Part 2: True or False
A: True B: False C: True D: True
Part 3a: Guess the meaning of unknown vocabulary or phrases.
a) "Pedigree" Answer: This refers to a person's background or ancestry, often in terms of their social status or education. In the context of the article, the author argues that relying solely on traditional indicators of pedigree (such as attending a prestigious university) is a weak predictor of a candidate's ability to do the job.
b) "Resilient" Answer: This means having the ability to recover quickly from difficulties or setbacks. In the context of the article, the author suggests that companies that prioritize hiring for skills over pedigree will build more resilient teams.
c) "Break into" Answer: This word means means to enter a place or start a new activity, often with a sense of force because in the article the talk about how it is difficult to get professional services jobs without a degree.
d) "Future-proof" Answer: This word refers to a proposal or idea put forward for consideration or acceptance. In the context of the article, Temu's proposition to users is that they can feel like they're splurging by buying lots of stuff cheaply.
Part 3b: Vocabulary in Use - Write an example sentence using the words from 3a. (examples)
a) Pedigree: Her extensive pedigree of academic achievements made her a top candidate for the job.
b) Resilient: Despite facing numerous setbacks, she remained resilient and continued to pursue her goals with determination.
c) Break into: The company aimed to break into new markets by offering innovative products and exceptional customer service.
d) Future-proof: Investing in renewable energy is a future-proof strategy for sustainable and eco-friendly power generation.
Part 7: Writing (example)
During my time at Seoul National University, I struck a balance between my studies and interests. I joined the Badminton Club for physical activity and camaraderie, and I also enjoyed participating in the university's music community, attending concerts and jam sessions. The academic rigor of Seoul University kept me dedicated to my studies, but it wasn't all work – I made lasting friendships, explored the city, and experienced personal growth during this memorable period.
