FEATURE
A skills-based approach focuses on the competencies and behaviours of individuals rather than their educational background or previous job titles . It prioritises what a person can actually do , not where they ’ ve been .
A report by McKinsey found hiring for skills is five times more predictive of job performance than hiring for education , and more than two times more predictive than hiring for experience . Thus , this approach allows companies to find the best workers and retain them .
I find this is particularly relevant in the realm of business development , one of the areas I work in . Success in business development often relies on personal traits , such as confidence , communication and resilience , rather than a degree in marketing or business management . While qualifications are certainly important , they can ’ t determine how confident someone might feel picking up the phone to a prospect .
Boosting business performance
Based on my experience , I believe a skills-based approach to hiring can help an entire company to flourish .
One key benefit is that it broadens the talent pool and provides access to nontraditional candidates . So , by favouring a wider range of skills , you can increase the quality and quantity of job applicants .
Because the talent pool is bigger , it ’ s also likely to be more diverse . There has been plenty of research to indicate that a well-rounded workforce made up of different
SUCCESS IN BUSINESS DEVELOPMENT OFTEN RELIES ON PERSONAL TRAITS , SUCH AS CONFIDENCE , COMMUNICATION AND RESILIENCE , RATHER THAN A DEGREE IN MARKETING OR BUSINESS MANAGEMENT . www . intelligentcxo . com
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