Skills and training 55 www.aftermarketonline.net SEPTEMBER 2024 Glen Callum Associates calls for ‘skills-based hiring’ strategies to navigate aftermarket recruitment challenges Automotive aftermarket recruitment agency Glen Callum Associates (GCA) is helping businesses tackle ongoing talent shortages in the sector by providing practical advice and innovative solutions, sharing insights on how firms can overcome recruitment challenges — and thrive in today’s competitive landscape by adopting a ‘skills-based hiring’ strategy. The current recruitment market presents significant challenges, with the UK unemployment rate at 4.4% and an estimated 904,000 vacancies between March and May 2024 which, according to the Office for National Statistics, is 12% above pre-Covid levels. Additionally, 93% of hiring managers express concern about continued talent shortages according to some research data. GCA says an effective solution to these talent shortages is by adopting a skills-based approach to hiring — prioritising a candidate’s skills, adaptability and potential over traditional job titles or industry experience. Skills-based hiring evaluates candidates through practical tasks and scenario-based questions, focusing on both hard skills, such as data analysis, and soft skills, such as communication and leadership. The approach has been implemented by 40% of UK recruiters and has led 43% of businesses to shift their job adverts to focus on skills and competencies rather than qualifications. What’s more, 20% of businesses have removed degree requirements from job adverts, according to the Totaljobs Hiring Trends Index (HTI) for the second quarter of 2024. In today’s competitive landscape, the top skills that stand out to SMEs include a good work ethic, with 38% of businesses valuing this trait highly. Following closely, 37% prioritise team players, while 31% value quick learners. Confidence is key for 27% of SMEs and the ability to work under pressure is crucial for another 26%. Additionally, 26% of businesses look for candidates who are a good personality fit for their company, according to Totaljobs’ HTI. Kayleigh Bradley, senior recruiter at GCA, said skills-based hiring offers numerous advantages. “It reduces the time to hire by streamlining the recruitment process and decreases hiring costs by lowering expenses associated with lengthy recruitment phases. “This approach also improves diversity, attracting a broader range of candidates from diverse backgrounds. It enhances talent attraction by drawing in candidates who are genuinely interested and engaged.” Importantly, a 2023 study by Deloitte indicated that companies with solid skills-based hiring practices see a 17% increase in employee retention and a 23% increase in productivity, To implement a skills-based approach, GCA advises businesses to consider removing degree requirements from job adverts to attract a wider pool of candidates. Updating job descriptions to emphasise the skills required for the job and providing a clear list of responsibilities, rather than an exhaustive list of previous experiences and qualifications, is also crucial, says the agency. Additionally, using skills-based assessments such as online tests or scenario-based questions during the interview process can be highly effective. While this approach may not be applicable to all positions, it is an efficient way of recruiting for many roles. “At GCA, we understand the importance of broadening the talent pool by recognising transferable skills from allied industries,” Bradley said. This not only addresses the skills gap but also brings fresh perspectives and innovative approaches to our sector. By adopting a skills-based approach, businesses can attract passionate and capable individuals, contributing towards a more diverse and dynamic workforce.” Email GCA — jobs@glencallum.co.uk — to find out how we could help you to navigate the recruitment landscape. Tips for finding your best hire in the skills maze
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