Des Moines-area employers are being offered a novel series of workshops designed to help them focus on skills rather than traditional qualifications when hiring. The Greater Des Moines Partnership announced the three-part “Employer Skills-Based Hiring Series” this spring, responding to a growing demand for businesses to broaden their talent pools and adapt to evolving workforce demands. The initiative comes as companies across the country grapple with persistent labor shortages and a shifting understanding of what constitutes a qualified candidate.
The series aims to equip human resources professionals and organizational leaders with the tools to identify the critical skills needed for success in specific roles, refine their hiring practices and invest in long-term workforce development. This approach, proponents say, can unlock opportunities for individuals with diverse backgrounds and experiences who might otherwise be overlooked in a traditional resume-screening process. The focus on skills-based hiring is gaining traction nationally as a way to address inequities in the labor market and tap into underutilized talent.
What is Skills-Based Hiring?
Skills-based hiring prioritizes a candidate’s demonstrated abilities and potential to learn, rather than solely relying on degrees, years of experience, or specific job titles. It’s a move away from the “credentials-first” approach that has historically dominated recruitment. Instead, employers using this method assess candidates based on their proficiency in key skills – both technical and “soft” skills like communication, problem-solving, and teamwork – through assessments, projects, or behavioral interviews. According to a report from the Society for Human Resource Management (SHRM), skills-based hiring can lead to more diverse and qualified workforces.
Stacey Robles, inclusive talent program manager at the Greater Des Moines Partnership, emphasized the benefits of this shift. “Employers are looking for new ways to connect with qualified candidates and build stronger teams,” Robles said in a prepared statement. “This approach helps organizations focus on the capabilities needed to succeed in a role even as opening the door to talented individuals with a wide range of experiences.”
Series Details and Focus Areas
The in-person sessions are scheduled for April 21, May 5, and May 19. The Partnership’s website provides a detailed overview of the series, including registration information. Registration and further details are available online.
The curriculum will cover three key areas. The first session will focus on identifying the critical skills required for specific roles within an organization. This involves a thorough analysis of job functions and the competencies needed to perform them effectively. The second session will delve into refining hiring practices to prioritize skills assessment. This could include incorporating skills-based assessments into the application process, conducting behavioral interviews designed to evaluate specific competencies, and utilizing work samples or simulations. The final session will address supporting long-term workforce development, emphasizing the importance of continuous learning and upskilling to ensure employees have the skills needed to adapt to changing job requirements.
Impact on the Greater Des Moines Area
The Greater Des Moines area has experienced significant economic growth in recent years, but that growth has also been accompanied by challenges in attracting and retaining talent. A tight labor market and increasing competition for skilled workers have prompted local businesses to explore innovative recruitment strategies. The Partnership’s initiative is seen as a proactive step to address these challenges and ensure that local employers have access to a diverse and qualified workforce. The region’s economic development strategy, Capital Crossroads 2.0, emphasizes talent development as a key pillar for continued growth.
Beyond the immediate benefits to employers, skills-based hiring has the potential to create more equitable opportunities for job seekers. By focusing on skills rather than traditional credentials, companies can open doors to individuals who may have faced barriers to employment in the past, including those without a four-year college degree or those from underrepresented groups. This can lead to a more diverse and inclusive workforce, which has been shown to drive innovation and improve business performance.
The Partnership’s move aligns with a broader national trend. Several major corporations, including IBM and Google, have already begun to implement skills-based hiring practices, and the Biden administration has also signaled its support for this approach. The White House, for example, has announced new actions to advance skills-based hiring, recognizing its potential to expand economic opportunity.
The Greater Des Moines Partnership will continue to monitor the impact of the series and provide resources to employers as they implement skills-based hiring practices. The next scheduled update on the initiative’s progress is expected following the completion of the first session on April 21st.
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