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When the demand for talent outreaches supply, employers often de-emphasize degrees and other qualifications. That became noticeable during the tight employment market of the late 2010s. Between 2017 and 2019, employers reduced degree requirements for 46% of middle-skill positions and 31% of high-skill positions. Among the jobs most affected were those in IT and managerial occupations, which were hard to fill during that period.

The pandemic has exacerbated this trend. This reset in evaluating job applicants causes employers to suspend or eliminate the requirement of a college degree as a "must-have" and instead favor hiring on the basis of demonstrated skills and competencies.

This shift to skills-based hiring will open opportunities to a large population of potential employees who in recent years have often been excluded from consideration because of degree inflation. This population includes potential employees that may help employers meet their diversity goals.

Another advantage to skills-based hiring is the use of competencies, those skills that are actually required for job success rather than more generic requirements like a college degree.

This webinar will review the methods of skills-based hiring and the advantages to employers of using these methods.

Why you should Attend

The Applicant Tracking System fundamentally changed how we recruit. The next phase of using technology to assist us in recruiting is artificial intelligence.

Artificial intelligence is transforming the labor market, automating certain jobs, and creating entirely new jobs requiring new in-demand skills. As the adaption of technology has changed the face of jobs and job content, AI usage has been and will continue to create a range of new jobs between now and 2030, many focused on humans working seamlessly with machines.

Being able to demonstrate one’s competency in these new skills has become the currency for talent mobility, as degrees have shown to be a bad proxy for possessing in-demand skills. In fact, Glassdoor tells us that a range of firms is offering well-paying jobs to those possessing in-demand skills, but lacking a degree.

Areas Covered in the Session

  • What skill-based hiring is?
  • How do develop competencies for job descriptions?
  • Evaluating candidates on more specific qualifications
  • Identifying and sourcing those who are STARS,  Skilled Through Alternative Routes

Who Will Benefit

  • Human Resource Supervisor
  • Human Resource Manager
  • VP Human Resources
  • Director of Human Resources 
  • Small Business Owners and Managers
  • Other Senior HR Staff
  • Senior staff in Finance, Information Management, or Facilities

Speaker Profile

Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which places its’ emphasis on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.

Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.

He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute. He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.

Greg is involved in the Certification Program for Human Resources Management at Pace University, which includes the preparatory program for the Human Resources Professional Examinations and the Essentials in Human Resources Management Program and well as the Continuing Education Programs including HRCI and SHRM recertification. He is also a member of the faculty of the New York Medical College in Valhalla, NY.