We are delighted to welcome Eden Burr, who has recently joined Gravitate HR from Australia. In this blog, Eden shares their perspective on the UK recruitment market and highlights key considerations for employers as we move into 2025.
Human Resources is forever evolving and because of this, it is important to ensure your hiring team are staying ahead of the trends, specifically when it comes to recruitment and selection.
Recruitment as we once knew it is changing. Employers are no longer just relying on academic transcripts, job titles and years of experience to choose the right person for the job, they’re looking for candidates who can bring demonstrated skills, capabilities and the right personality to the table.
What is Skills-Based Hiring and why should you adopt this strategy in your business?
To put it in a nutshell, skills-based hiring is when the hiring managers adopt a recruitment strategy that selects someone for the job based on what they can do, not their previous workplace, where they went to school or what their final results were. The strategy focuses on practical day-to-day requirements and responsibilities of the role. Someone’s resume may say they have 5+ years’ experience as a HR Business Partner, but do they have the practical skills to make it in your business? Many professionals take it upon themselves to do extra-curricular activities such as online training sessions, certifications and self-directed learning to enhance their knowledge and boost their skills – all things that you may not read on a resume.
But Who’s Doing it?
We won’t be leading you astray with this one, skills-based hiring is in and it’s taking the world by storm. TestGorilla has published comprehensive reports on the state of Skill-based hiring and the numbers don’t lie. These reports show that leading the trend is Australia with 91% of employers in the survey having adopted the mindset of skills over degrees. In a close second, the US, with 87% of companies reassessing, mainly for early career recruits, how they should be attracting and retaining top talent. Finally, moving up the ranks is the UK with roughly 84% of employers focusing less on academic records and more on skills and abilities.
Even big companies like Google and EY have made the transition and dropped the degree qualifications for some roles and started looking at what candidates can actually do (TestGorilla).
What are the Candidates Saying?
Though there are mixed reviews coming through from candidates on whether skill-based hiring should be here to stay, majority feel that the model allows opportunity to showcase their skills and gives them a real shot at landing their dream job, while the other minority who have concerns made note of take-home assignments, which in some experiences can come across as long hours spent, for no real recognition if unsuccessful (TestGorilla)
How can you adopt the model and embrace the change?
Move the Mindset
In order to make change in your organisation, you need to have Hiring Managers who are willing to buy into what you are selling them. Change the mindset from “but this is what we have always needed” to “maybe we need someone who has these particular skills.” Sometimes broader perspectives and discussions are required to see the potential light at the end of the tunnel and to highlight just what you might be missing out on in terms of new talent into your organisation.
Update Position Descriptions & Assess Team Requirements
We understand that this form of model will not work for all roles and industries, however, taking the time to reestablish expectations and pre-requisites of a role can help determine what you are really searching for in a new team member.
At Gravitate HR, we are committed to promoting inclusive and equitable recruitment practices. As part of our ongoing efforts, we advocate for robust equality monitoring and reflective hiring processes that champion diversity, inclusion, and fairness at every stage.
In line with best practice, some employers may also invite candidates to complete a separate, anonymous equality monitoring form to help track and improve their recruitment outcomes. As we look ahead to 2025, these principles remain at the heart of how we support employers to build stronger, more representative workforces.
Implement Skills Assessments
Making the shift to skills-based hiring means you need to assess the current skills required at hand. To do this you may look to implement practical skills assessments, or scenario-based tasks for candidates to complete prior to interview. This may also feed into your interview as a topic of discussion.
Upskilling & Reskilling your Employees
On top of looking at external candidates of interest, it’s time to invest in your current employees and recognise the importance of learning and development. We can all agree that on the job training can be key, however taking the time to understand your employees career goals and aspirations will ensure clear communication streams and continuous improvement in your teams. As a company adopt normalising learning and development within work hours.
Career Progression Frameworks
Not every team member is interested in climbing the corporate ladder, and that’s perfectly fine. However, in order to retain those who do, you will need to look at your organisational structure, job descriptions and genuine needs of the business and begin mapping out what that next step may look like and how do they get there. Investing in your current team members will not only benefit their career progression but also provide a positive impact to your business needs and your retention rate.
Here at Gravitate HR, we are well placed to support you in building inclusive and effective recruitment processes. Our team can work with you to design a bespoke hiring journey, offering advice and hands-on support with pre-screening, interview recommendations, and the full onboarding experience where required. Whether you need help refining your approach or managing the entire process, we are here to ensure your recruitment practices are robust, reflective, and aligned with your organisational goals.
This shift in strategy won’t come overnight and will not be a one size fits all approach. However, the first step to change is recognition, recognising where you are as a business and where you want to me in terms of your workforce needs. To build an inclusive and future ready team, it begins from the top down and by focusing on what people can do rather than just where they have been and how long for.
for help with this or any HR enquiry please contact your account manager or book a free Call with no obligation.
References: – https://www.testgorilla.com/skills-based-hiring/state-of-skills-based-hiring-2024/
