How Siemens EA implemented skills-based hiring – the hiring manager and candidate point of view on using CV-less hiring to solve the skills shortage, open up talent pools, and improve candidate experience

Have you been considering making the switch to skills-based hiring but feel terrified about trying to persuade your hiring managers to let go of experience-based hiring and stop using the CV as a comfort blanket? Can you see roles where you’re facing a skills shortage or where candidates seem like a good fit on paper but are missing critical qualities in the interview stage? Do you know that your candidate experience should be better, but need a hand convincing your stakeholders that CV-less hiring could be the key to sourcing exceptional talent who are MORE excited to work for you? If you answered yes to any of the above, grab a coffee and your headphones.This week, Robert is speaking to James Higgins, Head of Systems Delivery – Systems GB&I at Siemens Electrification & Automation, about his experience of being their first hiring manager outside Early Careers to pilot CV-less, skills-based hiring. Robert also dives into a conversation with one of the first candidates Siemens EA hired through this process, Senior Project Engineer – Martin Hudson, to capture his reflections on what it was like to be part of a CV-less hiring process and why more businesses should embrace this approach. In this episode, uncover insights like:🚀 How Siemens EA formed an innovation squad featuring an executive stakeholder, a hiring manager, and their TA leaders to make the case for CV-less hiring and win people over –– and the pitch they made to turn people from sceptics to advocates 📈 How lowering the barrier to entry for candidates by removing the CV actually resulted in a 5X increase in application volume, an uplift in candidate quality, and a more diverse talent pool –– with the end result being 8 exceptional candidates shortlisted (3 hired) who never would have made it through the previous sifting process🧠 How the Siemens EA team practically evolved their process –– from rethinking the core human traits and skills they really needed to select for to plug existing skill gaps, to rethinking how they advertised, to the role of the task-based psychometric assessment in uncovering candidate potential 💡The unexpected benefits of hiring candidates from alternative industries and talent pools that James and his team uncovered, why he’d have adopted CV-less hiring earlier if he could, and his views on hiring for attitude and behaviours vs skills, which specialisms can be taught vs which can be acquired, and which roles skills-based CV-less hiring can be used for 🤖  A candidate’s perspective on what a CV-less hiring process feels like, how task-based assessments create a value-add experience, and the power of offering feedback; how to adapt your interview process to ease anxiety and make candidates feel more motivated to work for you; and what candidates with no industry experience expect from the onboarding process A big thank you to James and Martin for sharing their views with us.Don’t forget to rate it and hit ‘subscribe’.Download the The pragmatist’s playbook for skills-based hiring:https://hubs.li/Q02x2Y0V0 Sign up for the TA Disruptors newsletter:https://hubs.li/Q0282H370  Talent acquisition is changing faster than it ever has before. ChatGPT and other GenAI tools are literally turning the selection process on its head. This podcast is designed for disruptive Talent Acquisition leaders who want to get ahead. All brought to you from the team behind Arctic Shores. Hosted on Acast. See acast.com/privacy for more information.