Skills are currency, beware of counterfeiting
Learn to reject the counterfeit talents, select a right-fit talent and build productive teams quickly, accurately and affordably.
As companies assess the changing need for jobs, they will make hiring decisions and give work assignments based on the value of that person’s skills for the future of the company. “So, we really have to make sure that that information about skills is accurate [and] it’s trusted,” — Alex Kaplan, global leader of Blockchain and AI for Industry Credentials at IBM
Why verifying candidate skills is important
The world has entered golden days of skill-based economy which entails skill-expansion and skill-explosion, posing a risk-of-plenty. Number of shallow skilled workers are proportionally increasing as deep skilled workers. Hence, recruiting teams need to truly learn how to verify required skills in the candidates accurately.
Various HR reports have established that companies lose much more than just time, money and culture after hiring the person who they should not have considered for hiring in the first place. Therefore, it is now a universal belief that hiring right-fit is one of the most critical needs for growth.
Hiring Dilemma — Knowers vs Doers
Training industry is soaring. Getting skill certified is quicker, simpler and affordable. Integrity of certification is often questionable. Market is abundant with shallow knowledge workers and it could be fatal if recruiting teams do not verify doing abilities of the candidates.
According to me a candidate’s skill assessment should be done on three basic dimensions as presented below.
Let’s take few examples of assessment formats which can evaluate a candidate’s knowledge, thinking and doing ability judiciously.
Example #1: A DevOps Engineer candidate must be able to fix a production server issue effectively.
Example #2: A Kubernetes Developer candidate should at least be able to build containers and deploy them on kubernetes system.
Example #3: A Salesforce Developer candidate needs to build an application using salesforce.
Example #4: A MEAN Stack Developer candidate is at least expected to quickly prototype a mini web app using MEAN technologies
Example #5: A Data Scientist candidate should be able to develop machine learning models confidently
Can you really afford a Lacklustre hire?
A bad hire can collapse a young company while large companies have paid heavy prices (at least 30% of the cost to company) by hiring counterfeit candidates. Here’s the hard truth — “There is no formula to assure every hire would become a great employee” but there is a secret in skill assessment to stack the deck in your favor. Hire carefully and fire quickly, and you’ll get it right more often than not.
We are building wecreateproblems.com — an A-Z technical skill assessment software to help tech recruiters and hiring managers build world-class teams
