Growth & Strategy
What bad hires actually cost, why skills-based hiring hasn't delivered on its promise, and how defining the role before you post it changes the outcome.
Johnny C. Taylor Jr., President and CEO of SHRM, argues the skills-first movement stalled because employers dropped the degree requirement without building a structured way to measure skill, which sends hiring right back to the familiar resume.
A résumé-clean, fast-tracked hire can still crater the team it joins. The bill that follows isn't the replacement cost everyone quotes. It's the good people who leave once the wrong hire is inside.
The skills-first movement won the press cycle, but funnel data shows most employers replaced the diploma with proxies that select the same people.
Bad hires get blamed on moving too fast. Scott Bonacorsi, chief people officer at Rehmann, argues the real failure comes earlier: posting a role no one agreed on how to judge.
Johnny C. Taylor Jr., President and CEO of SHRM, argues the skills-first movement stalled because employers dropped the degree requirement without building a structured way to measure skill, which sends hiring right back to the familiar resume.
A résumé-clean, fast-tracked hire can still crater the team it joins. The bill that follows isn't the replacement cost everyone quotes. It's the good people who leave once the wrong hire is inside.
The skills-first movement won the press cycle, but funnel data shows most employers replaced the diploma with proxies that select the same people.
Bad hires get blamed on moving too fast. Scott Bonacorsi, chief people officer at Rehmann, argues the real failure comes earlier: posting a role no one agreed on how to judge.
Johnny C. Taylor Jr., President and CEO of SHRM, argues the skills-first movement stalled because employers dropped the degree requirement without building a structured way to measure skill, which sends hiring right back to the familiar resume.
A résumé-clean, fast-tracked hire can still crater the team it joins. The bill that follows isn't the replacement cost everyone quotes. It's the good people who leave once the wrong hire is inside.
The skills-first movement won the press cycle, but funnel data shows most employers replaced the diploma with proxies that select the same people.
Bad hires get blamed on moving too fast. Scott Bonacorsi, chief people officer at Rehmann, argues the real failure comes earlier: posting a role no one agreed on how to judge.
Johnny C. Taylor Jr., President and CEO of SHRM, argues the skills-first movement stalled because employers dropped the degree requirement without building a structured way to measure skill, which sends hiring right back to the familiar resume.
A résumé-clean, fast-tracked hire can still crater the team it joins. The bill that follows isn't the replacement cost everyone quotes. It's the good people who leave once the wrong hire is inside.
The skills-first movement won the press cycle, but funnel data shows most employers replaced the diploma with proxies that select the same people.
Bad hires get blamed on moving too fast. Scott Bonacorsi, chief people officer at Rehmann, argues the real failure comes earlier: posting a role no one agreed on how to judge.
Most Popular
01
Dropping Degree Requirements Changed Fewer Than One Hire in 700
01
The Hire Who Looked Perfect on Paper, and the Hole They Left in the Team
01
Skills-Based Hiring Won the Press Release But Got Lost the Shuffle
01
The Best Hiring Decisions Happen Before the First Candidate Applies
