Experts Say Recruitment Shifting from Titles and Degrees To Transferable Skills

Recruitment experts say that like everything else in 2020, changes that were forced upon them are likely to remain in place as company priorities have shifted.

“[Recruiting] takes a much different skill set than in the past,” says Amy Glaser, senior vice president at Adecco USA, a recruitment and workforce solutions provider. As reported by Fast Company, Glaser says hiring standards will be looser, focusing less on job titles and degrees. “In the ‘new world,’ those things are not important. What’s important are the skills you have. Are they transferable?”

Recruiters are also beginning to ask candidates about their COVID-19 experiences, and their responses can speak volumes, says Mark A. Herschberg, author of The Career Toolkit, Essential Skills for Success That No One Taught You.

“Now that answer could be, ‘I finally got to spend more time with my family or my kids.’ It doesn’t have to be ‘I learned a foreign language’ or ‘I read all the classics.’ But they want to see if there was something proactive you did.”

Recruiters are also helping companies create a job search process that encourages a range of candidates from under-represented groups by making job descriptions gender-neutral, conducting consistent and structured interviews, and being critical of statements like “not a culture fit” as a criticism, the magazine reports.

“We’re learning a lot more about the psychology of bias and creating a process to mitigate . . . bias in the hiring process,” says Roy Notowitz, founder of executive recruiting firm Noto Group.

Also, recruiters are no longer asking about whether candidates will relocate. Instead, Fast Company reports, the questions surround working across time zones. At the same time, new hires will need more experience with videoconferencing platforms.

Adecco’s Glaser notes another change – more widespread use of sophisticated chatbots and other artificial intelligence tools to screen candidates, freeing recruiters’ time and also allowing candidates to apply and do their initial screening any time.

“You’re seeing a faster response time for the candidate, and they get more information,” Glaser says. “They’re engaged from the start and now have a next-step action of when they’re going to meet and speak with a live person.”