On-Ramps’ Post

A recommended read and a moment for self reflection.

One of the most important shifts companies have to make moving forward is to build skill-based teams. But fundamental to that is to be able to better assess those skills as we hire. Dan Tynan makes this point well in this piece from Forbes. My hot take is that most of the times, traditional recruiting rewards those who know how to play the game versus those who have the true skills and innovative ideas required to do the job. What do you think? #hiring #recruiting #genz #skillbasedhiring #futureofwork

A key principle in Retaining top talent and new hires that companies miss… Employee turnover is an expensive problem. But retaining your best people or your new starters boils down to one core principle - alignment. Here are 4 simple steps our clients used to achieve an 85% retention rate last year: 1️⃣ Role Clarity: Use in-depth data-driven role profiling to get hiring managers & Talent Teams on the same page about responsibilities and success metrics for each role. This alignment prevents mismatched expectations when going out to market. 2️⃣ Data-Driven Hiring: Brain profiling from candidates. Compare their behavioural traits to the role's needs to find the ideal fit. Look beyond experience or titles and find how they align to your unique role & culture. 3️⃣ Get Buy-In: Align the Talent team and hiring managers on profiling insights. Buy-in leads to better interviewing and onboarding experiences. 4️⃣ Personalised Support: After hiring, compare the new employee's profile to their manager's. This highlights potential friction points to proactively address through training and coaching. This approach leads to higher job satisfaction because you hire the right people for the right roles from the start. Remember that your roles and culture or team are unique, you aren’t looking for everyone. When you have alignment things work: ✅ Retention goes up. ✅ Turnover goes down. ✅ Reduced hiring costs & agency spend. ✅ Talent Teams can focus on the fun stuff and not fight early exit fires. If you use these steps to have your Talent teams and hiring managers aligned with data, your people & bottom line will thank you! Here’s a video example for you. PS - Want a system that will support hiring alignment and accuracy? DM me “data” #talent #candidateexpereince #hiring #datadrivenhiring Ploomo

As important as hiring well is to success , most companies underinvest in the process. Yes, they spend exorbitant amounts on recruitment companies, spend hours in interviews with each candidate and a range of other things. But somehow hiring is still an activity fit around other activities. ❗️The experience for most candidates is average to poor, a fact they share with others. ⚖️The hiring managers bring their own biases to hiring for their team. 🪀The experience may depend strongly on which hiring manager conducts the interview. To have someone join an organisation is a long term commitment. And yet organisations get locked in cycles of periodically 'shedding' employees through restructure and redundancies or engaged in 'performance management'. What are some of the assumptions that lead to less than stellar talent experiences, over hiring and less fit with an organisations long term needs? Read on for this and some alternatives:

Great info on ideas on embracing skills in performance and across the talent strategy. In today's workplace's hustle and bustle, an exciting change is happening in how we hire. We're moving away from the traditional ways and stepping into a fresh era where skills take centre stage in the performance hiring spotlight. Curious about this shift?

💭 More and more employers recognize that building a skills-based organization is key to future-proofing businesses. 🗺 From mapping essential skills to redefining hiring practices and investing in continuous development, G2 shares 3 strategies to shape an innovative and adaptable workforce. ⤵ https://lnkd.in/d9NYtGrY #skillsbasedhiring #skills #hiring #lers

Making the wrong hire can be costly... Long ago our lead hand created a tree fort so he could hide and drink himself silly on a large solar installation project... 🙊 As a hiring manager hopefully you won't have that kind of insanity, but a poor hire can create: 🎯 Impact on Company Culture: Hiring the wrong person can disrupt the existing company culture. If the new hire doesn't align with the values and ethos of the organization, it may lead to a decrease in overall employee morale and cohesion. 🎯 Decreased Team Productivity: A poor fit can result in decreased team productivity. If the new employee struggles to integrate into the team or is unable to perform their duties effectively slowing down projects. 🎯 Financial Costs: Hiring and onboarding a new employee involves financial investments, including recruitment costs, training expenses, and salary. If the wrong person is hired you can expect losing approximately 213% of their salary in total costs. 🎯 Reputation Damage: If the new employee performs poorly or engages in unprofessional behavior, it may reflect negatively on the organization and impact relationships with clients, partners, and stakeholders. 🎯 Leadership Challenges: This can lead to challenges in decision-making, team management, and overall strategic direction. Poor leadership can have a cascading effect on the entire organization. 🎯 Employee Turnover: A bad hire may not stay with the company for long, leading to increased employee turnover. High turnover rates can be disruptive, demoralizing for the remaining team members, and may create a negative perception of the company among potential candidates. 🎯 Legal Issues: Hiring the wrong person may result in legal complications, especially if the individual engages in misconduct or violates company policies. This can lead to legal battles, damage to the company's reputation, and financial liabilities. 🎯 Impact on Innovation: Lack of creativity, initiative, or problem-solving skills can hinder the organization's ability to adapt to changing market conditions and stay competitive. 🎯 Strategic Misalignment: The wrong hire may not align with the company's long-term goals and strategic vision. This misalignment can lead to conflicts in priorities. Partnering with Ready Set Exec Inc. can help solve the puzzle of poor hires, with enhanced vetting and screening including utilizing best in class assessments as needed to ensure you get it right the first time. #hiring #ceo #founders #startup #hr #recruitment

🤔What do you think: is skills-based hiring just a trend, or will it stick? I suspect that skills-based hiring could be key to fixing some of what is broken in the hiring process AND solve for some retention and internal mobility challenges. If we start to look at talent as having a portfolio of skills and not defining people by job titles or degrees, it opens up possibilities in a time where talent is in demand. #hiring #skillbasedhiring

🔍 That great new hire you’re looking for is already working for you 🔍 A highly recommended article from one of “the voices” of The Future of Work, John Bersin today in Fast Company. As brilliantly described in his article: - We’re facing a significant challenge—hiring. We don’t have enough people, and finding new talent is getting harder. - When employees are promoted, they are 70% more likely to stay long term. - 62% of employees who make lateral moves display high retention rates. - hiring externally can incur costs three to five times more than those associated with internal mobility factoring in various financial, time, and associated expenses. - the average hire cycle is 45 days, but that’s the average. The high end is set at 90 to 120 days. The idea of “hire to grow” is just gone after all. By adopting an internal-growth-first mindset, organizations can acquire useful managers because people who move around inside a company understand the dynamics of that whole organization and can more easily apply their skills to relevant use cases and problems. It’s noteworthy that pioneers in internal hiring practices are implementing dynamic organizational people strategies, such as developmental careers, innovative internal talent marketplaces, transparent job opportunities, and targeted coaching and mentoring programs. 🚧 THE PROBLEM OF THE TALENT-HOARDING MANAGER 🚧 The first obstacle is inertia fatally combined with what we might term a lack of organizational imagination. Another main challenge is manager resistance, often referred to as talent hoarding. About all of this, connected with the #ReskillingRevolution we already talked in our 2021 (+ 1,000 downloads) article with Daphne Halkias, PhD.: "Reskilling and Upskilling 4IR Leaders in Business Schools through an Innovative Executive Education Ecosystem: An Integrative Literature Review." https://lnkd.in/dXKSw63r 💡 A provocative idea to finish: Imagine if you would hire a headhunter (and pay the same) but restricted to internal talent… what would be the result? #FutureOfWork #InternalMobility #TalentManagement #ReskillingRevolution

The Risk of Skills-Based Hiring in a Culture-Driven Team In a recent customer workshop this topic came up and I want to share my thoughts: We've all seen how skills-based hiring is sweeping across industries, pushed forward by the idea that skills are the end-all and be-all of employment. Yet, we're at a juncture where we must ask: Are we unwittingly sidelining the importance of value-based, culture-driven hiring? 🔹Skills Are Necessary, But Not Sufficient Let's get this straight: skills are essential. Nobody's debating that. A highly skilled workforce is agile, efficient, and capable of incredible innovation. But, skills aren't stagnant; they're often transferable and can be developed over time. What's harder to cultivate, however, are the values, attitudes, and cultural synergies that turn a group of skilled individuals into a powerful, cohesive team. 🔹Culture Is The Invisible Architecture Think of your company culture as the architecture that holds your organization up. Just like you wouldn't (or shouldn't) add a modern steel-and-glass extension to a Baroque building without due consideration, introducing a high-skill but culture-misfit individual into a team can be like a structural fault line through your organization. The result? Aesthetic dissonance at best, and a complete collapse at worst. 🔹The People-First Approach While we're increasingly leaning towards New Work and People Experience paradigms, the 'people-first' approach is not just a fad; it's a strategic imperative. When hiring decisions overlook cultural fit and shared values, companies risk diluting the very essence that makes their workforce unique, engaged, and high-performing. 🔹Inclusion and Diversity And while we’re at it, let’s clarify one thing. Value-based hiring does not mean creating a monoculture. It means sharing foundational beliefs in equality, inclusion, and other core tenets while celebrating the diversity that each individual brings to the table. It's not about "fitting in"; it's about "adding to." 🔹Striking The Balance A balanced approach takes both skills and cultural values into account. This synergy offers a robust framework for decision-making in the hiring process, one that aligns with both immediate needs and long-term goals. You can train someone to adapt to a software, but you can't as easily train someone to adapt to your company’s culture. Skills-based hiring is undoubtedly crucial, but let's not underestimate the equally significant layer of value-based, culture-driven hiring. Not weighing the two could be the blindspot that even the most forward-thinking companies fail to notice, until it's too late. #Hiring #CompanyCulture #NewWork #PeopleExperience