Emerging technologies create jobs faster than the market
Can provide qualified candidates. Decreased demand and obsolescence of certain skills due to automation. Inability to identify skill incompatibilities during the hiring process. Inability to provide candidates with sufficient information about the requirements and responsibilities of a position. Candidates' desire to change fields and begin a new professional stage. It is not enough to detect where skill incompatibilities occur and their reasons. We will now look at methods that can be used to avoid skill incompatibilities. How can you avoid skill mismatches in hiring? Skill incompatibilities will always exist, but there are plenty of options to ensure they don't taint your hiring process. The key is to take a strategic approach to your hiring flow. With the right controls and filters, you will not only avoid hiring incompatible people, you will make your hiring process more efficient (for both you and your candidates), and save money on future training programs. Let's analyze it from the beginning, starting with the description of the vacant position until hiring the perfect candidate, avoiding skill incompatibilities.
Write precise job descriptions where you explain the necessary skills Job descriptions are the compass of the entire hiring process. They communicate the type of knowledge sought so that candidates who meet the requirements can apply. Job descriptions are essential to ensure you access a pool of candidates with the right skills . According to Barry Deutsch, a recruiting specialist, poorly written job descriptions are “the main reason for hiring errors in more than 50% of executive and managerial hires.” As much as it may seem like a waste of time to invest hours and hours writing the DM Databases job description, it will bring long-term benefits because you will avoid encountering incompatible skills. How do you write a good quality description? First, specific titles must be chosen for the position. Ambiguous titles or business jargon confuse candidates. A title like “Epic Marketing Superstar” would be both a disconcerting and intimidating choice when searching for a “ Digital Marketing Manager .” The second step is to make sure you explain required and preferred expectations regarding skills and knowledge. Specifying the desired educational level is not enough.
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Although a degree may indicate a certain level of knowledge, it is not a good measure of a candidate's skill on the job. If you are looking for people with experience, indicate what you expect from that experience: should candidates use certain tools? Should they have experience in team leadership? Or should they be able to demonstrate the results of a certain process? Let's look at an example of how you can implement these concepts in job descriptions to make them as specific as possible. “We are looking for an Information Developer to join our Marketing team. You will be responsible for generating content for our company, and you must meet the following requirements: Three to five years of content creation experience . Bachelor's degree, preferably in Communication or Journalism, or similar fields.” Pretty good, right? However, the description is a bit ambiguous. And it is in ambiguity where the incompatibility of skills appears. For example, it is not clear what type of content the person will create, what type of content experience he or she should have, or even the responsibilities of the position. Let's rewrite the text, but explain in more detail the skills needed.
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