Former Chairman and CEO of IBM, Co-Chair at OneTen, Author of Good Power.
I’m excited to share this Fortune article from Ruth Umoh sharing new research on SkillsFirst hiring from OneTen today. It shows that 56% of managers believe removing degree requirements would enhance hiring, yet only 31% have take action. The benefits are clear: In addition to SkillsFirst opening up new pools of talent, hiring managers reported accessing a stronger pool of candidates and more efficient hiring through SkillsFirst hiring: - 91% report seeing SkillsFirst results in hiring more qualified candidates. - 82% report seeing SkillsFirst results in finding more motivated candidates. - 79% have seen SkillsFirst reduce the number of mis-hires, saving time and resources. As companies navigate the challenges of talent acquisition, this research can help human resource professionals identify and overcome barriers to putting skills-first hiring approaches into practice. Equally important, SkillsFirst is not just an effective hiring approach–given its impact on retention, and promotion–it’s a broader talent strategy that can be more effective for all employees.
Ginni Rometty, thank you for sharing this compelling research on SkillsFirst hiring. It's evident that there's a growing recognition among managers about the potential benefits of removing degree requirements. The statistics speak volumes about the positive outcomes, and it's inspiring to see that such a shift in hiring practices can lead to hiring more qualified and motivated candidates while reducing mis-hires. This approach aligns perfectly with the changing dynamics of the job market. I'm curious, though, why do you think some managers and companies are still clinging to 4-year degree requirements despite agreeing with the skills-based hiring approach? 🤔
OneTen
1y
Ginni Rometty Your leadership in the skills-first hiring movement is greatly appreciated! We cannot express enough gratitude for the support you provide in propelling our mission forward. Thank you!
As someone working on his second bachelors degree, I completely support the sentiment behind this post and article. A four year degree requirement does not demonstrate any real/significant ability to do a job beyond an ability to commit multiple years to an endeavor, which can also be demonstrated with sufficient work experience in really any field and it dramatically increases the talet pool of potential employees for prospective employers.
Anders Bruse
1y
Really interesting research! It suggests that a significant number of graduates may not have pursued their true passions or inclinations, and instead entered fields where they may not excel or achieve optimal performance. Which is sad. We should all encourage the younger generation to follow both their passions and their strenghts in pursuit of their career.
Joyce Moses
1y
Skills and experience are transferable qualities and are important credentials to discern when not having a degree.
What do you think is preventing people from acting on their beliefs?
Simon Lusty
1y
Ginni Rometty, so many unnecessary barriers still being included in hiring processes. Then hiring leaders are scratching their heads as to why they are unable to build diverse and inclusive teams. The skills-first approach should always prevail. Thanks for sharing.
Syed Zunnun
1y
Impressive findings! Skills First hiring seems like a win-win strategy for employers and candidates.
Anura A.
1y
Kindly read my please. Help me and my sons. Do you have a heart
This article does not take into consideration key factors 1. Skills vs Proven track record and ability to deliver 2. Candidates & Graduates with degrees, might have a more diverse external community (other graduates, classmates) that they can tap into to provide support, perspectives and additional expertise, VS a skill based hiring that is focused on one specific task (i.e Python Developer, Product Eng) 3. This article is vague and does not differentiate Verticals / Horizontals (i.e Finance vs. Tech vs. Industrial )