Clu Research Sheds Light on Skills-Based Hiring as a Key to High-Performing, Diverse Teams
In a groundbreaking year-long study, Clu, a leading provider of innovative HR technology, engaged with 788 hiring managers to delve deep into the dynamics of building high-performing teams.
The research, which featured in-depth interviews and surveys, uncovers valuable insights into hiring managers' challenges and the benefits of skills-based hiring practices.
Recognising the Skills Gap
One of the most prominent findings from Clu's research is that 71% of hiring managers openly acknowledged the existence of a skills gap within their teams. This glaring issue, often a hindrance to achieving peak performance, highlights the necessity of addressing the skills gap head-on.
This alarming figure underscores the importance of skills-based hiring as a strategic approach to building teams that are not only highly skilled but also better equipped to meet the demands of the modern workplace. By focusing on skills over mere experience, hiring managers can bridge these gaps more effectively.
A Cry for Clarity
Moreover, the research found that a staggering 88% of hiring managers expressed the need for clearer plans and guidance from HR departments to aid them in closing these skills gaps. This demand for a structured approach reveals a substantial gap in providing actionable HR support.
Clu's findings highlight the imperative for HR professionals to devise comprehensive strategies that align with skills-based hiring objectives, offering a roadmap to success. With a clear direction, hiring managers can make informed decisions that lead to stronger, more diverse teams.
Skills based Hiring vs. Experience Debate
Intriguingly, only a quarter of hiring managers (25%) admitted to actively seeking skills during interviews, prioritising them over mere experience. This finding showcases a paradigm shift in the hiring landscape, emphasising the importance of practical abilities over traditional qualifications.
This approach allows hiring managers to effectively bridge the skills gap and foster team diversity. Skills-based hiring allows for a broader talent pool, enabling organisations to harness individuals' unique strengths from diverse backgrounds and experiences.
The Articulation Challenge
Perhaps one of the most revealing outcomes of Clu's research is that 96% of hiring managers struggled to articulate the specific skills they were seeking in potential candidates. This lack of clarity poses a significant obstacle to effective skills-based hiring.
To overcome this challenge, Clu recommends using data-driven hiring platforms that provide detailed insights into the skills required for each role. This empowers hiring managers to make precise decisions and ensures that the skills-based approach is optimally implemented.
The Clu Advantage
Finally, a resounding 82% of hiring managers thought Clu’s skills-based profiles could help them make better hiring decisions. Clu's innovative, inclusive recruitment platform provides comprehensive skills assessments, making it easier for hiring managers to identify and evaluate their required skills.
By leveraging Clu's technology, organisations can streamline their hiring processes, achieve better candidate matches, and ultimately build teams that are not only highly skilled but also diverse and well-prepared to excel in the modern workplace.
Clu's extensive research underscores the undeniable potential of skills-based hiring in addressing skills gaps, enhancing diversity, and fostering high-performing teams. The findings point to a future where organisations that embrace this approach are poised for success in the ever-evolving world of work.
The insights presented in this research were gathered through a comprehensive approach that combined quantitative surveys with qualitative interviews. Over a 12-month period, Clu engaged with 788 hiring managers to ensure a thorough exploration of the challenges and opportunities in building high-performing, diverse teams.
Quantitative Surveys: The backbone of this study was a quantitative survey that provided valuable quantitative data. The survey was distributed to hiring managers predominantly in the United Kingdom, with a representative sample also drawn from the United States. Including both UK and US respondents allowed for a broader international perspective on the subject matter.
Qualitative Interviews: To delve deeper into the nuances of skills-based hiring and the challenges hiring managers face, a subset of participants was invited to participate in qualitative interviews.
Diverse Participant Pool: The pool of hiring managers surveyed and interviewed represented a diverse spectrum of organisations, ranging in size from approximately 25 to over 10,000 employees. Furthermore, participants came from various industry sectors, ensuring that the research encompassed a holistic view of the challenges and solutions, transcending sector-specific nuances.
This research aimed to provide a well-rounded, comprehensive examination of skills-based hiring practices and their implications for building high-performing, diverse teams in today's dynamic business landscape.