How to become a skills first organization

When it comes to the changes in the business landscape, individuals and organizations alike are recognizing the importance of prioritizing skills over traditional credentials. However, becoming a skills-first organization involves a collective shift in business operations. This shift can foster a more inclusive, agile, and future-ready workforce. Want to know how? Here’s a comprehensive guide on transforming your business into a skills-first organization.

1. Revisit your recruitment criteria

Rather than focusing on degrees and formal qualifications, tailor the job to emphasize the skills and competencies most relevant to the role. Some skills might be self-taught and may not have credentials to prove them, so you can incorporate skill assessments into the recruitment process to evaluate candidates' abilities to perform job-specific tasks effectively. The benefit of a skills-first approach is that it naturally leads to a more diverse and inclusive workplace. By focusing on what individuals can do rather than their credentials, you open up opportunities for a broader range of skilled people.

2. Utilize Skills Intelligence 

Data insights from Skills Intelligence help your organization understand the current skill levels within your workforce, identify gaps through skills assessments, and subsequently develop tailored training to address those gaps. This gives you a better picture of your organization’s unique needs and can also be invaluable in succession planning, ensuring a pipeline of skilled people ready to step into key roles. 

3. Invest in upskilling your workforce

For a skills-first culture to thrive, continuous learning must be at its core. Invest in training programs, workshops, and online courses that enable your employees to acquire new skills and refine existing ones. Encourage cross-departmental learning and provide platforms for knowledge exchange within the organization. This could be as easy as setting up a group chat specifically to share learning resources (we do this at Talent!). Not only does this help with skill development but it also promotes a culture of lifelong learning and employee value.

4. Promote internal mobility 

A skills-first organization values the potential of its existing workforce. Promote internal mobility by offering opportunities for employees to shift roles or take on new projects based on their skill sets and career aspirations. Giving your employees this option and flexibility not only helps in employee retention but also ensures that your team remains engaged and motivated.

5. Recognize and reward skills development

We believe in a culture of championing success and growth, so recognizing the effort your employees put into developing new skills is crucial. Whether through formal recognition programs, career advancement opportunities, or monetary rewards, acknowledging skills development encourages a continuous improvement mindset and reinforces the importance of upskilling.

Transitioning to a skills-first organization requires a strategic shift in mindset, practices, and policies. It’s an investment for sure — but one that recognizes the true potential of your people and paves the way for a more adaptable, engaged, and skilled team.