FEATURE
Nick Gallimore , Group Managing Director , The Ingenuity Group people with varying perspectives boosts business performance .
Additionally , as roles are filled with more resilient candidates , employee retention approves .
Many of our senior leaders secured their first job at Ingenuity with limited experience . But through a combination of training , exposure and on-thejob learning and development , they have grown into leading consultants who advise our clients to build ambitious new business strategies .
In short , a skills-based approach supports career development , fosters diversity of thought and encourages continuous upskilling . A culture like this is the foundation for sustainable growth and can absolutely propel a business to new heights .
Practical tips
Unfortunately , a skills-based approach can be controversial , especially internally . Many business leaders tend to measure talent through a more traditional lens , looking at years of experience or qualifications . When this is the norm , completely overhauling your approach can be quite a difficult process .
For businesses that are seriously considering change , there are three key things to do :
1 . Define talent success profiles : Business leaders should be collaborating and becoming more involved in the overall hiring process . But crucially , they should fully understand the type of person they want on their team . I call it success profiling . This involves reflecting on past employees who were particularly effective and identifying the behavioural traits that have contributed to their success .
2 . Revise your recruitment process : One of the most impactful changes a business can make is to rethink its hiring process . That could involve removing CVs from the initial stages to focus more on the candidates ’ skills and attributes , for example . This forces the business to reevaluate
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