Beyond the Resume—The case for skills over credentials
For a long time, hiring managers and recruiters have been able to rely on credentials to make great hires—just screen your applicants for years of experience, look at the reputation of companies they worked for, and scan for relevant degrees. Then interview the most qualified folks, validate their skills at the end, and select the best candidate.
But with the speed of technology today, there simply aren’t enough quality candidates with great credentials on the market—and worse, with the rise of generative AI, there are plenty of unqualified candidates trying to imitate the sort of people you’re looking for.
How can you tell the difference between qualified and unqualified? The solution is to move away from screening candidates for qualifications, and instead screen for their ability to do the job.
Just look at the following resumes:
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Even though candidate B is well qualified for the role, they are never going to make it through the keyword search and qualification checks your ATS uses—while the first candidate, who isn’t qualified for the role, manages to get an interview on the basis of their credentials rather than their skills.
The solution? SkillsProject
SkillsProject is a platform that screens, ranks, and validates IT candidates based on custom workplace scenarios built around your needs.
Every candidate works on the same scenario directly in SkillsProject—meaning all of their internet queries and technical assistance are logged to prevent fraud. They also submit video explanations for each technical area, which are scored separately.
Once every candidate’s solution is ranked, you select which ones you’d like to interview. On average, SkillsProject requires 1.7 interviews to make a hire, compared to 7 or more when using credential-based hiring.
If you’re tried of spinning your wheels going through applicant after applicant, try going beyond the resume—find the diamonds in the rough with SkillsProject.
