23. Januar 2025
Managers and executive researchers are experiencing a fundamental change in recruitment on a daily basis: what used to count – a flawless CV, prestigious degrees, and years of professional experience – is becoming less and less important. Instead, a new approach is taking center stage: skills-based recruiting. In our consulting practice, we support companies in shaping this change and identifying the right talent – beyond traditional assessment criteria.
Practical example: free spirits in demand
A look at the medical technology sector shows how this change is transforming recruitment: Where once only medical technicians were sought, new doors are now opening. The biologist who develops algorithms in his spare time or the computer scientist with healthcare experience suddenly has just the right combination of skills to drive innovation. This principle can be applied to other sectors. Skills that are not necessarily related to the profession or the job advertised can give a candidate the edge.
Drivers of change
The digital transformation is turning the world of work on its head. Artificial intelligence and advancing automation are blurring the boundaries between traditional job profiles. In this complex, constantly changing environment, meta-skills are required in addition to specialist knowledge: adaptability, emotional intelligence, and resilience are becoming key qualifications. Intercultural competence is also gaining in importance: in globally networked teams, it is becoming increasingly important to understand and integrate different perspectives.
The trend in figures
Practical experience in executive recruiting in particular, but also in the industry as a whole, is confirmed by sober figures: According to Gartner Research, companies that rely on competency-based recruiting increase their recruiting efficiency by up to 40 percent. The McKinsey Global Institute predicts that between 30 and 50 percent of all activities will be changed by new technologies by 2030. The importance of this trend is also reflected in investment plans: according to SHRM, 73 percent of companies are already planning to invest in skills mapping technologies.
The next article will focus on the concrete implementation of skills-based recruiting – and the challenges that need to be overcome.
If you let us know your thoughts in the comments, we will be happy to include them in the next article:
- What experiences have you already had with skills-based recruiting?
- Where do you see the biggest challenges when switching to skills-based recruiting?
