Patricia Donaldson’s Post

Skills-based hiring is on the rise, and the data speaks volumes! 📈 These changes will continue to reshape how we harness human capital. Thank you for sharing your article Taylor McLemore. Here are some key data points and information that you all might find interesting! - 20 states have embraced aptitude-focused hiring for public-sector roles post-Maryland's 2022 decision to drop four-year degree requirements for state government jobs. - 45% of 2,000 surveyed employers (conducted by ZipRecruiter) have eliminated degree prerequisites for certain positions in the past year. - 72% of surveyed employers prioritize demonstrated skills over academic qualifications in their hiring processes. - Over 70 million U.S. adults possess alternative route skills but face barriers to higher-paid roles due to lacking a four-year degree. - The House Committee on Education and the Workforce passed a bill in December enabling the use of Pell Grants for short-term training programs. - The Alabama Talent Triad, connecting 19,000+ students and job seekers with 50 companies, is a prime example of a skills-based talent marketplace. Let's continue to advocate for inclusive hiring practices that recognize skills and potential beyond traditional qualifications! It is much important to recognize value over what looks good on paper. . . . #SkillsBasedHiring #WorkforceDevelopment #data

Degrees are the most common pathway to many careers that require prolonged knowledge and skill development. Increasingly though, alternative, shorter pathways to good careers are gaining momentum. Degrees are not necessarily a proxy for knowledge and skills and employers are ultimately the gatekeepers for job requirements. Learning organizations need to work closely with employers to ensure that we are providing access to quality knowledge and skill development that enable people to gain access to good jobs.

Such a good way to think about how we should hire. Skills and experience are the measure of true competence.

#Skills-based hiring is revolutionizing the way organizations approach #talent #acquisition, with #governments and #private #employers leading the charge. Recent trends show a significant move towards emphasizing skills and aptitudes over traditional college degrees. This approach not only taps into a broader talent pool but also helps in addressing tight labor markets. Key points from below article: #State #governments and major corporations are increasingly dropping degree requirements, focusing on skills and aptitudes instead. Over 70 million U.S. adults are "skilled through alternative routes" and can significantly contribute to the #workforce if given the opportunity. While removing degree requirements is a crucial first step, more comprehensive changes are needed, including updates in policies and the adoption of new technologies. Thank you to Steve Taylor, D.B.A. and  Taylor McLemore for shedding light on this important shift. Your insights are invaluable in driving the conversation forward. Read the full article to explore how skills-based hiring is transforming the workforce: https://lnkd.in/e32TXH_e At SOLO Network, we are proud to support this shift by providing cutting-edge #digitalcredentialing solutions that #empowerlearners and streamline the credentialing process. Together, we can build a more skilled and adaptable workforce. We're particularly excited to see how this movement can positively impact #Arizona, our home state, and help create a more skilled and adaptable workforce here. #SkillsBasedHiring #FutureOfWork #DigitalCredentials #WorkforceDevelopment ARIZONA@WORK Arizona Office of Economic Opportunity Arizona Commerce Authority Arizona Chamber of Commerce & Industry SPARK+ Technologies

Forbes magazine again ranked Arkansas Blue Cross and Blue Shield among America’s Best Employers for mid-sized organizations. This is the third consecutive year for this prestigious recognition. “Our employees are the backbone of our organization,” said Arkansas Blue Cross President and CEO Curtis Barnett, CEBS, PAHM. “Our commitment to them is a reflection of our commitment to our members and communities. We care about their well-being. We care about their futures, and we value their choice to be part of Arkansas Blue Cross and Blue Shield.” To compile the list, Forbes partnered with market research firm Statista to survey more than 170,000 workers at companies with at least 1,000 employees. Respondents rated their employer based on working hours, gender pay equity, opportunities for training and promotion, workload expectations, parental leave benefits, and diversity of the management team. Participants were also asked if they would recommend their employer to others. Arkansas Blue Cross was also named among America’s Best Employers in 2022 and 2023. Last year, the magazine also ranked Arkansas Blue Cross among the Best Employers for Women and Best Employers for New College Grads. #TakeGoodCareArkansas #ForbesList

More than 70 million American workers are Skilled Through Alternative Routes besides a bachelor’s degree, or STARs. ACT is proud to collaborate with Opportunity@Work on a new research project to better understand STARs, their experiences, and highlight their potential in today’s workforce.   In a new blog post, Opportunity@Work and Co-Founder Byron Auguste and Chief Engagement Officer Courtney Haynes examine the barriers that STARs face and the untapped potential of skills-based hiring.   “Whereas traditional hiring practices use education, previous employers, years of experience, and job titles as indicators of a job candidate’s capabilities, skills-based hiring focuses on the specific skills needed to do the job,” Byron and Courtney write. “Employers must recognize that skills, not pedigree, are the currency of the labor market.”   Learn more: https://lnkd.in/e_ZQBKpF #Workforce #WorkforceDevelopment #WorkplaceSuccess #HireSTARs #TearthePaperCeiling

A clear question by government employers seeking staff is "How do we make these positions attractive to young professionals?" There are limitations on what can be done, but as budgets are limited and work remains, it is important to attract your, talented professionals. Thanks, Allyson Brunette for your thoughts on this issue. #TalentManagement #ProfessionalDevelopment #TRI #ThomsonReutersInstitute

Half of U.S. workers are STARs: They do not have bachelor’s degrees, but they do have skills. They’re skilled through alternative routes like military service, community college, workforce training, and being on the job. Today’s labor market problem is not a program problem, it’s a math problem. If organizations that care about workforce success don’t have a STARs talent strategy, they only have half of a talent strategy.

🚀 Addressing Georgia's Workforce Challenges Businesses in Georgia are facing a daunting challenge: a shortage of skilled workers. With 3 unemployed Georgians for every job opening, the state's Workforce Development Committee, led by Senator John Albers, is taking action. Georgia boasts a vast labor force of over 5.3 million, yet 3.2% are currently unemployed. Despite job growth, the demand for skilled workers persists. At a recent meeting, companies like UPS and Delta highlighted critical shortages. Steve Jones of UPS cited a deficit of over 100,000 drivers, projecting labor shortages until 2040. As solutions are explored, leaders advocate for bolstering technical education. Senator Jason Estevez emphasizes the importance of celebrating technical college pathways. The Blue Collar Recruiter is stepping up to address this issue by collaborating with high schools to offer alternative career paths. Stay tuned for our feature article diving deeper into Georgia's workforce challenges and solutions. https://lnkd.in/eUJ95iVG #WorkforceDevelopment #GeorgiaJobs #SkillsGap #EconomicGrowth

We need to find a way to help get our labor partners on board with eliminating Minimum Qualifications that are quantity of experience and level of education based. Shifting to #skillsbasedhiring will acknowledge that humans develop expertise and develop competency at different rates. Arbitrary barriers like degree requirements (without distilling down to what skills are expected through a degree program) or time in a chair with a title (with no consideration of quality of experience) will continue to disadvantage well qualified non-traditional candidates and promote candidates who may not actually be ready based on tenure.