The section of a resume which generally holds the greatest weight is job experience. Recruiters parse through the job experience of their applicants to get a sense of what they are capable of, relying on this to determine if they would be a good fit for a position. Unfortunately, there are quite a few missteps in the traditional screening process. Credentials account for too much and skills account for far too little. Job titles, colleges attended, and degrees are a great descriptor of an applicant’s career path, but are in no way an indicator of that applicant’s potential. If we move towards skills-based recruitment, ‘job experience’ can mean a lot more than just ‘job titles.’
Applicants are generally placed into categories based on their job titles and past experiences. If you’ve worked in customer service for ten years, you’ve undoubtedly attained and developed countless skills, but may only be considered for customer service positions. Even if you have interest in doing other types of work or are better suited in a different field, those hopes may never be realized with credentials-based recruitment. Most modern recruitment misses one critical element: jobs have overlapping skills. In the case of customer service, the interpersonal skills and skills honed through day-to-day operations in customer service could be applied to nearly every other position.
Too often, applicants are turned down for the wrong reasons during the hiring process. One major slip-up many recruiters still make is looking at job titles and credentials instead of skills. What really matters is whether someone is capable of the job, so adding in factors like manual resume screening and multiple rounds of interviews just brings in bias. Looking instead towards the skills of an applicant not only removes this excess bias from the recruitment process but also can dramatically expand the potential labor pool for any position. Going to a certain college or having a specific job title doesn’t make an applicant more qualified than another if the applicants share the same skills, so these factors should no longer be considered.
Your job experience may make you qualified for more positions than you realize. tilr is leading the charge for skills-based recruitment to reduce bias and grow the labor pool for every position. It’s time to throw out the resume and get rid of interviews – opportunities should reach those who have the necessary skills. tilr has mapped out the skills used in each position and can match its users to job opportunities based on their skills.
Skills obtained through prior jobs can open up opportunities on a grander scale. Job titles can reflect interests, but the true determinants of whether you are fit for a job are skills and experience. No one should find themselves stuck doing a certain job just because it’s the only job they’ve always done. With such a strong market for job seekers, now is the best time to seek new job opportunities.