The road to a more skilled workforce requires employers rethinking the employee experience. Read the latest from charterworks
Tests don’t paint a complete portrait of a candidate, and most experts caution they should be just one metric to determine skill set. “When the talent pool is small, and the demand is high, I think administering tests is a great way to lose top talent,” says David Bach, VP of talent acquisition at DroneUp. “The best programmers and developers at the tech giants are in such high demand that they could go to work just about anywhere.
On DroneUp’s its site and marketing materials, the company takes care to position itself as one that invests in its workers and teams, saying: “We are not just recruiting, we are creating talent.”What managers look for in interviews needs to change in order to shift to skill-based hiring. Often, people will hire for charisma or “fit”—an approach that’s also more easily influenced by bias—versus demonstrated grasp and application of skills.
Behavior-based interviewing, for example, begins with a phrase like “Tell me about a time when…” to “get to know the person behind the resume,” says Randal Vegter, vice president of talent enablement and culture at Skillsoft, which produces learning-management software and content. “It’s important to not just focus on asking the question, checking off your interview book, and moving on to the next one. The real value is in what you do to dig deeper into the person’s thinking.
Remember the skill you most value is how an individual thinks about a problem; and so questions like “How do you solve ?” are secondary, says Vegter. “So much of success is based on navigating real-world challenges, and behavior-based questions get at that, where scenario questions often don’t. However, scenario-based questions are a chance for you to give the candidate similar situations to the ones you face, providing insight into their thinking.
For example, at DroneUp, “We need our field employees to be able to operate one drone from point A to B and back. In the future, advances in autonomous technology will ideally get to the point where one person is coordinating simultaneous flights and monitoring their flight paths and performance, intervening manually when necessary,” says Bach. This is known and built into the company’s workforce development.
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