Unlocking Workforce Resilience: A Skills-Based Talent Strategy
This program explores the importance of a skills-based talent strategy for workforce resilience in the face of economic headwinds and a changing labor market. It addresses the skills gap, challenges traditional job-centric hiring, and offers a path towards becoming a skills-first company.
Program Modules
The Tale of Two Talent Economies
Understand the current talent landscape: high layoffs juxtaposed with low unemployment and a persistent skills gap.
Reflect on the Changing Labor Market
WeeklyConsider the factors contributing to the talent shortage: aging population, early retirement, skill mismatch, and changing worker expectations.
“We're seeing fewer people enter the Workforce than expected.”
The Skill Shortage Impact
Explore the negative consequences of skill shortages on revenue, costs, business agility, execution, and overall performance.
Identify Skill Gaps in Your Organization
WeeklyAssess the potential impact of skill shortages within your own team or company.
“Companies and in particular business Executives see significant downside when it comes to talent and specifically skill shortage.”
From Job-Centric to Skills-First
Understand the limitations of job-centric hiring and the advantages of a skills-based approach, including tapping into hidden talent pools and identifying potential.
Evaluate Current Hiring Practices
WeeklyAssess how job descriptions and hiring criteria might be filtering out qualified candidates.
“Many highly skilled candidates get filtered out because they lack the exact criteria on the job description.”
Becoming a Skills-First Company
Outline the key steps for transitioning to a skills-first approach, including evaluating current skills architecture, identifying needed skills, and locating those skills.
Assess Your Current Skills Architecture
WeeklyBegin evaluating your organization's existing skills framework and identifying areas for improvement.
“It all starts with your current architecture how you think about jobs and skills internally an evaluation of what you actually need right in terms of new skills into your business and what you have to today and then of course where those skills actually exist.”
Benefits of a Skills-Based Approach
Highlight the wide-ranging benefits of a skills-based approach across the talent lifecycle, including increased equity, better hiring decisions, and improved employee engagement.
Identify Potential Benefits for Your Organization
WeeklyConsider how a skills-based approach could specifically improve your organization's performance and outcomes.
“A skills based approach can impact at every stage of the of the talent life cycle.”
What You'll Accomplish
- Understand the challenges of the current talent landscape.
- Recognize the impact of skill shortages on business performance.
- Appreciate the limitations of job-centric hiring.
- Articulate the benefits of a skills-based talent strategy.
- Outline the steps for transitioning to a skills-first approach.
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