FEATURE technical expertise – can quickly become the skilled professionals companies need.
This is especially important in tech. We found that 47 % of businesses struggle to hire entrylevel data scientists, and 41 % face challenges recruiting cybersecurity professionals. Instead of holding out for‘ ready-made’ hires, businesses should invest in structured training and reskilling programmes to build the talent they need.
Moving beyond the CV: Hiring for skills, not just credentials
Traditional hiring processes often filter out great candidates based on CVs, degrees and years of experience. But a great hire isn’ t just someone with the right qualifications – it’ s someone with the right capabilities.
More companies are shifting to skills-based hiring, assessing candidates on practical abilities, problem-solving and adaptability rather than just job history. This approach is particularly important in tech, where self-taught programmers, career changers and bootcamp graduates often have stronger hands-on skills than those with conventional degrees.
Our research found that 31 % of employers struggle to find candidates with essential soft skills, such as communication and problem-solving. A more effective hiring process balances technical and professional skills, ensuring new hires can integrate into teams and contribute quickly.
Building talent pipelines instead of chasing hires
Many organisations only think about hiring when a vacancy arises, leading to rushed recruitment and fierce competition for a small talent pool. A more effective strategy is to build job-ready talent pipelines in advance. www. intelligentcxo. com
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