Skills-Based Hiring for Inclusive Workforces

🔎 Refining LinkedIn Boolean for Diversity & Inclusion in Tech Recruiting 🎯 As recruiters, we have the power—and responsibility—to build inclusive hiring pipelines that reflect the diverse world we live in. 🌎💡 When sourcing for tech talent, simply filtering by skills and location isn’t enough. If we truly want to attract underrepresented talent, we need to be intentional with our search strategies. 🌟 Here’s how I fine-tune my LinkedIn Boolean searches to prioritize diversity and inclusion while sourcing for Machine Learning Engineers, Data Scientists, and Software Engineers: ✅ Use Inclusive Language 🔹 Add terms like "Diversity," "Inclusive," "Equity," "Underrepresented," and "Women in Tech" to surface candidates involved in diversity initiatives. ✅ Target Diversity Programs & Fellowships 🔹 Candidates engaged in initiatives like "Diversity Fellow," "Tech Inclusion Program," or "Women in Engineering" have experience in environments that champion inclusivity. ✅ Search for Candidates at D&I-Focused Companies 🔹 Many tech companies lead in diverse hiring practices—adding names like Google, Salesforce, Intel, Microsoft to your Boolean search can help identify candidates who have worked in inclusive workplaces. ✅ Engage in LinkedIn Groups & Communities 🔹 Connecting with professionals in diversity-focused tech groups (e.g., Women Who Code, Black in AI, Latinx in Tech) is key to expanding your reach beyond traditional sourcing methods. Here’s an example Boolean search to use when sourcing diverse ML talent in the San Francisco Bay Area: ("Machine Learning Engineer" OR "Data Scientist") AND ("Diversity Initiative" OR "Inclusive Hiring") AND "Women in Tech" AND "San Francisco Bay Area"  💬 Over to you—how do you integrate D&I into your sourcing strategy? #DiversityHiring #TechRecruiting #InclusionMatters

I’ll never forget my first year in recruiting. I had no background in production or distribution, yet I was responsible for hiring talent in those fields. My “training” consisted of watching an old VHS tape in the back of the staffing office—great for interview tips, but not exactly a deep dive into the actual skills needed for the job. So, I learned the hard way. I talked to candidates, toured workplaces, and observed the roles firsthand. But the real aha moment came when I sat down with a production manager to review candidates. Halfway through, he stopped me and said: "Jessica, you’ll never find someone with this exact experience in San Jose. It doesn’t exist. What I need is someone who has a craft hobby or likes to wrench on their car—someone who enjoys working with their hands and problem-solving. I can teach them the rest." That conversation changed the way I think about hiring—forever. It made me realize that hiring based purely on past job titles or industry experience is a huge limitation. Why Skills-Based Hiring Matters More Than Ever Traditional hiring—relying on degrees, years of experience, and job titles—creates unnecessary bottlenecks. It’s a model that is quickly becoming outdated because: 🔹 Skills evolve faster than job descriptions 🔹 Non-traditional paths produce top-tier talent 🔹 Rigid credential requirements exclude high-potential candidates 🔹 Overlooking skills-based talent reduces diversity and innovation According to a 2023 McKinsey report, 87% of organizations either have skill gaps today or expect them in the near future. If companies don’t shift toward a skills-first mindset, they risk falling behind. How to Implement Skills-Based Hiring ✅ Look Beyond the Résumé – Like that production manager, recognize that a candidate’s hobbies, past projects, and work history might indicate strong, transferable skills. Ask: What projects have they worked on outside of work? How have they adapted to new tools or technology? ✅ Use Competency Testing and Behavioral Evaluations Competency testing and behavioral interviews can help assess a candidate’s skills more effectively than a résumé alone. Practical assessments: Real-world tests where candidates complete a task relevant to the role. Behavioral interview questions: Instead of asking about general work history, ask: "Give me an example of a time you had to solve a complex problem with limited resources." "How did you stay engaged and ensure quality results?" ✅ Evaluate Longevity in Projects and Roles Rather than focusing solely on job titles, assess: Have they shown commitment and follow-through in past work or personal projects? Do they take on complex challenges and see them through? Have they demonstrated adaptability in different work environments? How has skills-based hiring impacted your team or organization? Have you uncovered great talent by looking beyond traditional requirements? Share your experiences in the comments! 👇

#SkillsFirst is not just a rallying cry – it is a powerful talent management strategy. It is also one of the greatest levers employers can pull to advance economic #opportunity and mobility.    But, as I told Emily McCrary-Ruiz-Esparza for Quartz, dropping degree requirements is just the first step. Shifting to skills-first means rethinking #recruiting, #hiring and #promotion practices, too.    My team at Grads of Life has worked with employers of all sizes and industries on this shift. The companies that are leading the way on this work understand that it is a journey. They also do these eight things:   1. Start small, focusing on existing skills-first champions.   2. Identify culture changes to be made, training hiring managers on pedigree bias and other discriminatory behavior. 3. Make their position clear in job postings: No degree required. 4. Avoid tokenism, focusing on the skills and contributions of skills-first hires, rather than their degree status. 5. Recruit proactively, going beyond the traditional #talentpipeline to look at high schools, community colleges, and workforce training programs like Year Up. 6. Clearly articulate the skills needed for their jobs. 7. Rewrite job descriptions and interview rubrics to emphasize those skills. 8. Measure progress – because what matters, gets measured. Building a more inclusive workforce matters. Increasing access to economic opportunity and mobility matters. #Skills matter. https://lnkd.in/eRi5kBkV   #SkillsFirstHiring #FutureOfWork #Business #TalentManagement #Opportunity  

Truth Alert! Changing systems is just the start—but without changing beliefs, those systems are just window dressing. Managers will default to what they’ve always done: hiring the candidate with the degree. Why? Because beliefs shape behavior, and until we address that, skills-based hiring will remain a headline, not a movement. Joseph Fuller’s insights on skills-based hiring in 2025 are telling. Despite removing degree requirements for tens of thousands of roles over the last decade, only 3.6% of these jobs actually went to non-degreed candidates. That’s a glaring sign: we built the bridge, but few are walking across it. Here’s why beliefs matter: Managers trust degrees as a shortcut for competency. Without training and tools, skills feel harder to evaluate than credentials. When beliefs remain unchanged, systems revert to the status quo. And yet, the data shows the impact is real. Non-degreed hires: ✔ Earn 25% higher wages in these roles. ✔ Show 20% higher retention rates, saving companies on costly turnover. ✔ Demonstrate loyalty, staying longer and contributing more. So, how do we change beliefs? 1️⃣ Shift the narrative: Degrees don’t equal ability—its just one measure. 2️⃣ Train managers: Give them the tools to recognize and prioritize skills over credentials. 3️⃣ Redesign processes: Onboarding programs must support diverse pathways, ensuring new hires succeed. 2025 is a pivotal moment. We’re at a crossroads where skills-based hiring can either gain traction or stall out. Changing systems won’t move the needle unless we change the beliefs and behaviors driving hiring decisions. Are you ready to challenge what you think you know about talent? What’s your take—how do we move beliefs, not just processes? PS- I might just know a few folks who can help you with this if your company is on the fence or ready to get started! 😉 #GradsOfLife #YearUpUnited

"Hiring beyond the resume: A game-changer for talent acquisition I recently hired a candidate with a 3-year employment gap. Here's why it was one of the best decisions I've made: 1. Skills over timelines: Focus on core competencies and transferable skills, not just continuous work history. 2. Life happens: Gaps can be opportunities for personal growth, skill development, and gaining unique perspectives. 3. Untapped potential: By overlooking gaps, you might miss out on exceptional talent eager to prove themselves. 4. Diversity of thought: Non-traditional career paths often bring fresh ideas and innovative problem-solving approaches. 5. Adaptability and resilience: Candidates who've navigated career breaks often demonstrate high levels of these crucial traits. Key takeaways for hiring managers: • Revamp job descriptions to emphasize skills over years of experience • Implement bias-reducing AI in resume screening • Craft interview questions that allow candidates to showcase skills gained during gaps • Provide structured return-to-work programs Remember: 98% of employers say skills-based hiring is better for finding talent than resume screening alone. It's time we focus on hiring people, not just evaluating resumes. Has your organization embraced this approach? What challenges or successes have you experienced? Share your thoughts below! 👇 👣 Follow me for more! 🔁 Repost to help your network! #TalentAcquisition #SkillsBasedHiring #RecruitmentStrategy #DiverseHiring"