A human resources firm claims that “skills continue to be the money of hiring.”
Knowledge, no grade point average, are playing a larger role in the interviewing process, according to a statement from a human resources systems business.
Companies are more interested in” career readiness knowledge” than college levels, according to the HireVue” State of Early Global Hiring 2024″ statement.
Less than 40 % of employers in the U.S. reported in a press release that they are screening applicants by GPA this time. Additionally, the document includes information from Australia and the United Kingdom.
“Skills continue to become the dollar of hiring”, the report says. According to the statement, “Skills-based getting is increasingly important because of the changing nature of jobs, skills shortages, and company growth, to provide the talent organizations need now and in the future.”
The College Fix spoke with HireVue about how companies can add useful abilities into the interviewing process.
According to Chief Industrial Organizational Psychologist Nathan Mondragon,” the value of GPA should n’t be completely discounted, but it should n’t be the sole or primary factor in hiring decisions.” ” Instead, regard it as one of some data points in the complete image of a candidate”.
Mondragon said a “more complete view” may include “pre- get assessment and interview scores” and additional information on the applicant’s background.
He listed” specific projects, publications, voluntary commitments, function- study positions, and recreational activities that take place totally outside of the university”, as additional ways to assess candidates.
Mondragon suggests five screening methods employers may apply: organized interviews, game- based assessments, game asking solutions, diagnostic assessments, and work- based learning programs.
These collection techniques allow recruiters to determine the best match for their organizations by allowing a more thorough and honest evaluation of candidates ‘ skills and potential, according to Mondragon.
He said artificial intelligence and automation can be used for video conversations, post- testing, and diagnostic assessments.
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He even suggested that the grade point average might encourage discrimination against individuals with lower incomes.
Mondragon said,” there is an increased understanding of how discrimination can creep into specific dimensions”.
Consider the GPA example: A working-class student who had to walk and function full-time while managing their courses might include a lower GPA than their middle-class rival, but the previous student is no less qualified, he said.
According to Mondragon and the document, engineering changes also mean that agility and the ability to learn new skills does play a role in hiring.
” In the next five years, there will be roughly 100 million new jobs, and we do n’t even think about it.”
understand how they will appear as of yet,” the industrial psychologist asserts in the HireVue record.
According to him,” all of this means that companies need to open the door and get based on the potential for a member to function in a changing environment rather than on their prior experience,” he said.
Experiences from the past are “becoming more and less important.”
It’s the ability to understand, develop, and adapt that will help businesses succeed in the future, according to Mondragon.
” Hiring based on skills, motivations, and individual traits or skills allows businesses to connect talent with a wider range of opportunities and unlocks the potential of all individuals to achieve what they are really worthy of”
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