EMPLOYER EXAMPLE: Louisiana State Civil Service

Skills-First Hiring to Remove Barriers and Access Untapped Talent

Louisiana
Government

INTRODUCTION

Louisiana State Civil Service (SCS), the central human resources agency for the state’s classified workforce, adopted skills-first hiring to expand their talent pool, remove barriers to entry, and reduce time-to-hire. As part of a broader statewide modernization effort, SCS eliminated pre-employment exams and shifted toward a competency-based approach to hiring. Beginning internally, SCS applied this model to their own recruitment, using clearly defined job activities, skills, and competencies aligned with the State’s competency model. 

CHALLENGE

Despite SCS’s success internally, scaling this initiative to other state agencies proved challenging. With only preliminary findings and a lack of strong data, key stakeholders were reluctant to buy into skills-first hiring and dedicate time and effort to restructuring their hiring processes. 

SOLUTION

SCS created a tool, the SCS Hiring Framework, based on their internal competency model to equip HR professionals and hiring managers with practical tools that support skills-first hiring tailored to the open position and its corresponding business needs.  The SCS Hiring Framework is a structured pathway to help hiring managers recognize and hire the knowledge, skills and abilities needed for the position. It includes practical tools such as competency maps, behavioral interview questions, and potential interview activities. 

OUTCOMES

As a result of their skills-first hiring initiative, SCS has seen a 58% increase in applications over the first year of implementation, as well as a 93% adoption rate across state agencies. With these early successes, Louisiana SCS can continue to adopt skills-first practices throughout the talent lifecycle. 

STAKEHOLDER INVOLVEMENT

Louisiana SCS leadership, state agency HR professionals, hiring managers, and Opportunity @ Work.

RECOMMENDATIONS

  • Be clear to stakeholders about why skills-first hiring practices are needed. 
  • Build trust with key stakeholders through consistent communication and follow-through. 
  • Begin exploring skills-first hiring before an open position needs to be filled.
  • Think critically about what metrics to track and how to track them before implementation. 
  • If exploring third party services or technology, consider how these systems and processes will speak to one another.
  • Provide accessible training and practical resources that help stakeholders understand, apply and reinforce the value of skills-first hiring.

CONCLUSION

Louisiana SCS demonstrated that even organizations with complex structures and widely standardized talent practices can evolve. Through skills-first hiring and consistent stakeholder collaboration, SCS and many Louisiana state agencies have improved recruiting processes and expanded their talent pools.