All Learning Paths Count

Unleash Human Potential by Recognizing the Value of Skilled Credentials

We envision a world where all people have equal access to the dignity of employment, the opportunity to advance in their careers and a shot at sustained economic advancement. To get there, HR and hiring managers must first be able to identify the unique skills people bring to the table. That includes skills possessed by individuals without a four-year degree or traditional work experience. Once those skills are identified, HR professionals and hiring managers must know how to leverage those skills to benefit both employees and their organizations.

In partnership with the Charles Koch Foundation, SHRM and the SHRM Foundation developed a toolkit to help HR and hiring managers make those dreams a reality for workers and workplaces.

SHRM Foundation

Take 12 Actions to Put Skills-Based Hiring Strategies to Work

Technology-Enabled Actions
Aligning Job Duties with Skills
Create skills-based hiring crosswalks, both offline and within your ATS, to address your organization's evolving needs.
Channels for Sourcing Candidates
Identify qualified talent through traditional and nontraditional sourcing channels via app-based tools.
Assessing Hard & Soft Skills
Leverage tools for assessing hard & soft skills like computer literacy, writing competency, creativity, & critical thinking.
Current Job Market Trends
Access current job market reports with industry-specific considerations and talent heatmaps within your geographical area.
Communications Actions
Industry-Specific Employee Value Propositions
Create compelling employee value propositions for your organization to attract qualified candidates.
Formal Upskilling Programs
Design upskilling programs to fill in-demand roles with internal workers who demonstrate transferrable skills.
Differentiated Job Postings
Construct skills-based job descriptions that go beyond lists of functions and qualifications.
Interviewing Scorecard
Generate interview scorecards that objectively and quantitatively assess candidates for aptitude and fit.
Organizational Actions
Best Practices - Compelling Employee Benefits
Create a powerful total rewards program that will contribute to both employee acquisition & retention.
Behavioral Interview Guide
Train hiring managers and HR on behavioral interviewing to more effectively assess qualifications.
Accelerating the Hiring Process
Condense the time-to-hire and secure great employees ahead of your competitors through a curated set of resources
Case Studies of Successful Alternative Credential Integrations
Discover how real businesses have transformed how they think about job requirements and degrees.
  • Percentage reduction in turnover
  • Percentage reduction in cost-per-hire
  • Percentage reduction in time-to-hire
  • Increase in number of diverse hires
  • Increase in number of opportunities created
  • Increase in employee engagement
Ready for Success Toolkit

Ready for Success: Adopting a Skills Mindset in Employment Practices is a toolkit to solve your talent acquisition issues. It teaches you to focus on the skills and training required for each role, rather than simply focusing on whether or not a candidate has a traditional four-year degree.

Take the first step. Download your free toolkit.

DOwnload Toolkit

Skilled Credentials in Action

Challenging traditional job requirements to broaden candidate eligibility

For Charlie Hatton, a U.S. military veteran who joined PSE&G as a project quality assurance/quality control specialist in 2015, showing how his military experience could transfer to a specific role was initially difficult.

“I applied for a job that I thought I was a good fit for, although I realized that the person screening the resumes might not agree because of my military background,” Hatton said. “It turned out I was right, and I didn’t get the interview.”

After that experience, Hatton reached out to PSEG’s Accelerated Mobility team. Launched in 2020, the program seeks to broaden the candidate pool eligible for roles within PSEG and help employees achieve their career goals.

A key part of the program is reviewing job descriptions before they are posted to analyze and, often, adjust education and job experience requirements that may unnecessarily limit the scope of qualified candidates. For example, some roles historically required a bachelor’s degree.

Prior to posting, the program team works with the hiring manager to determine if the degree requirements can be broadened or if candidates can qualify for the role with experience in lieu of a degree.

"By changing how we approach job qualifications, we are enabling more individuals to be considered.”
- Joyce Heckman, Director of Talent Acquisition, PSEG

“In the past, we may have required a very specific degree or experience in the job description for a posted role,” said Joyce Heckman, director of Talent Acquisition and lead for the Accelerated Mobility program. “We realized that this was too limiting. By changing how we approach job qualifications, we are enabling more individuals to be considered.”

The program also supports employees through the hiring process. After Hatton was turned down for the interview, through the Accelerated Mobility program he received 1:1 coaching and guidance on how to strengthen his resume and translate his military experience into concrete skills relevant to a hiring manager. He also participated in an interview prep webinar. The result: The next time he applied for a position, he got the interview – and the job.

This real life story is from PSEG's 2021 Diversity, Equity & Inclusion Report and is reused with permission.

In Action
Charlie Hatton, Distribution Manager – Overhead Construction Central Division, Electric Operations, PSEG


Get Started