Here are ways to prepare your workforce for the possibility of business closures, working from home, quarantines and other outcomes of a disease outbreak.
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.
12 actions you can take to turn intent into progress.
Create skills-based hiring crosswalks, both offline and within your ATS, to address your organization's evolving needs.
Identify qualified talent through traditional and nontraditional sourcing channels via app-based tools.
Leverage tools for assessing hard & soft skills like computer literacy, writing competency, creativity & critical thinking.
Access current job market reports with industry-specific considerations and talent heatmaps within your geographical area.
Create compelling employee value propositions for your organization to attract qualified candidates.
Design upskilling programs to fill in-demand roles with internal workers who demonstrate transferrable skills.
Construct skills-based job descriptions that go beyond lists of functions and qualifications.
Generate interview scorecards that objectively and quantitatively assess candidates for aptitude and fit.
Create a powerful total rewards program that will contribute to both employee acquisition & retention.
Train hiring managers and HR on behavioral interviewing to more effectively assess qualifications.
Condense the time-to-hire and secure great employees ahead of your competitors through a curated set of resources.
Discover how real businesses have transformed how they think about job requirements and degrees.
By changing how we approach job qualifications, we are enabling more individuals to be considered.
Joyce HeckmanDirector of Talent Acquisition, PSEG
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.”
Please visit our partners for more resources on skilled credentials and skills-based hiring.