Skills-Based Sourcing

& Hiring Playbook

Redesign Your Recruiting to Increase Diversity,
Hire Better Fits, and Meet Your Skill Needs

Step-by-step guidance, case studies, tools, and tips from leading

employers to help you adopt a more inclusive and effective sourcing
and hiring strategy, including:
• Writing inclusive, skills-based job postings
• Sourcing a talented and diverse applicant pool
• Screening to identify most-qualified candidates
• Inclusive, skills-based interviewing and selection to improve hiring
and increase diversity
• Skills-based onboarding to get new hires up to speed and started
on the right foot
Introduction
The Rework America Alliance
The Rework America Alliance is an unprecedented nationwide collaboration to enable
unemployed and low-wage workers to emerge from this crisis stronger.
The Alliance aims to help millions of workers, especially workers of color and those without a 4-year college
degree, move into good jobs in the digital economy by accelerating the development of an effective system of
worker training aligned to jobs that employers will need to fill.
As part of that work, the Alliance is developing a series of resources to help employers adopt inclusive, skills-
based talent management practices. These practices will enable employers to recognize talent beyond
traditional sources and hire workers who are often overlooked when their hiring needs increase, putting
displaced workers back to work, while allowing employers to increase diversity, improve hiring, and support
their local communities.

What’s included in the playbook What are inclusive,

This playbook outlines key skills-based practices to skills-based practices?
help improve your sourcing and hiring process,
Rather than relying on education, credentials,
increase diversity, and reduce bias. Each section is past experience, and other proxies for ability, a
aligned to a step of the hiring process and includes skills-based strategy recognizes that there are
step-by-step implementation guidance, case studies, many ways to acquire knowledge and ability.
tools, and tips from leading employers to help you get Skills-based practices help employers identify
started. and articulate the skills needed in a role and
build processes for assessing and validating
• Write inclusive, skills-based job postings:
those skills.
Focusing on the skills needed for the role rather
than bias-prone credentials enables a broader set Implementing inclusive skills-based hiring
of applicants to see themselves in the position, practices can help employers reduce bias and
increasing your reach and diversifying your pool. increase diversity, identify and articulate the
skills needed in a role, fill skill gaps, support
• Source a talented and diverse applicant pool:
career development, reduce turnover rates, and
Targeted expansion beyond your traditional
open the door to more skilled employees from
channels enables you to reach a more diverse set
various backgrounds and industries. Research
of qualified candidates.
has shown that hiring based on skills is 5x more
• Screen to identify most-qualified candidates predictive of future performance than hiring for
effectively and inclusively: Reduce bias in your education and 2.5x more predictive than hiring
screening process and ensure top candidates for work experience.
advance to interviews.
• Inclusive, skills-based interviewing and Ready to hire?
selection: Consistent, skills-based interviews
Check out the Rework America Alliance’s Hiring
better evaluate candidates’ abilities, reduce bias,
and enable more informed selection. Toolkits to access ready-to-use, customizable
job postings, interview guides, onboarding plans,
• Skills-based onboarding: Leverage insights and other tools for specific roles that are expected
gained from the hiring process to inform to experience job growth and are accessible to
onboarding and ensure that new hires have the large numbers of displaced workers.
skills and support they need to succeed.

Souring & Hiring Playbook. Introduction 1

Write Inclusive, Skills-Based Job Postings
Struggling to attract diverse, job-ready applicants?
A new job posting can help.
Prospects typically compare hundreds of roles in a single search, determining whether the position is a good fit in
less than 90 seconds on average. If your job posting is turning off top candidates or dissuading them from applying,
extra recruiting dollars and process improvements will do little to improve your hiring or increase diversity. This quick-
start checklist builds on learning from leading employers and researchers to provide easy-to-follow guidance on how
to write an inclusive job posting to engage prospects, reduce bias, and improve hiring.

What’s Included:
◇ Business case for taking action Steps To Get Started
◇ Step-by-step guidance to get started Step-by-step guidance and helpful tips from
◇ Helpful tips from leading employers leading employers
◇ Case study
1. Identify a shortlist of priority jobs. Start with 1-3 jobs
◇ Tools and resources
that you expect to hire for in the next year and where
you’ve had a hard time recruiting a diverse applicant pool.
Business Case
2. Work with managers to identify skills
Inclusive job descriptions increase diversity and
required for the job. What skills do new
improve applicant quality.
hires need to have in order to succeed in the
◇ 5x better hiring: Research shows that hiring for skills is role? Include both technical or industry-
5x more predictive of job performance than hiring for specific skills and softer skills like
education and 2.5x more predictive than hiring for work communication and teamwork.
experience.
Tip: Free tools like the Skillful Job Posting
◇ 42% more responses: Job descriptions that use gender-
Generator, Skills Engine, and O*Net offer
neutral language lead to 42% more responses and a two- lists of skills mapped to job titles.
week faster hiring time than those that use masculine-
language (e.g., assertive, dominant, competitive). 3. Distinguish between required and
preferred skills. Which skills are most
◇ Increased equity: Women tend to apply to jobs only
important to succeed in the job? Which skills
when they meet 100% of the job requirements, while
does a new hire need to have on day one?
men will apply if they meet 60%. Similar gaps exist for
Rank the skills in order of importance
candidates of color.
(low/medium/high). Then, divide them into
◇ 2.5x more engagement: Workers who strongly agree
skills that the candidate must have on day
that the job description was a good reflection of their job one and ones that can be taught on the job.
are 2.5x more likely to be engaged as an employee. Important skills that a candidate must have
on day one are required skills. The rest are
preferred. Embed descriptions of each
competency in your job post. Use clear, plain
language that avoids industry jargon.
Tip: Instead of specifying the exact
software used at the company (e.g., Taleo),
list the type of software (e.g., Applicant
Tracking System). Also, each job
description should have at most 10 skills.
Too many skills can turn off applicants and
de-emphasize the skills you need most.

Souring & Hiring Playbook. Write Inclusive, Skills-based Job Postings 2

STEPS TO GET STARTED (continued): 9. Consider adding an optional, anonymous
demographic survey. An optional survey can
4. Remove credential requirements where possible. provide aggregated data to help track the
Credentials and time-based experience requirements
effectiveness of your diversity initiatives, identify
(e.g., 4 years sales experience) dissuade applicants, potential barriers, and ensure you have sufficient
especially female candidates who are less likely to
diversity across key dimensions before moving to the
apply if they don’t check all the boxes. Consider what
next phase of the hiring process. You should not ask
skill(s) you are equating the credential to, and ask if for demographic information as part of the
those can be acquired without earning a credential. If
application, are prohibited from asking about
they can, work with managers to remove the disabilities, and should never try to infer demographic
credential and replace it with the specific skills
information from applications. Instead, consider
needed for the position.
sending an optional follow-up demographic survey for
Tip: List credential requirements but allow applicants applicants to complete anonymously. Clearly state
to highlight equivalent experience (e.g., “college that responses are only used in aggregate to help the
degree OR equivalent experience”). organization improve its efforts to recruit a talented,
diverse workforce. To further reassure applicants,
5. Check your job description for bias and clarity. consider sending the survey after hiring decisions
Copy your job description into the free gender have been made, for a retrospective analysis, or
decoder tool to identify gendered words and using a third-party vendor if you need the information
alternatives. Research shows that masculine words before a hiring decision is made.
like “ninja, rockstar, or decisive” act as a deterrent for
female candidates. Check for gendered pronouns CASE STUDY: JETBLUE
(e.g., salesperson not salesman). You can also share
your job description with a diverse set of employees In 2013, JetBlue decided to implement a skills-based
or peers for feedback as a final check. approach to hiring reservation agents.
◇ The Problem: Reservation agents require
6. Include an inclusivity statement. Even a basic
statement saying “We are an equal opportunity extensive training before talking with customers,
employer” can reassure candidates and signal a and completion rates among new hires were low.
commitment to diversity. Some companies offer ◇ The Solution: Talent leaders conducted focus

longer and more explicit statements. Here’s an groups, interviews, and job shadowing to identify
example from IBM: “IBM is committed to creating a the skills most essential for success in training and
diverse environment and is proud to be an equal on the job. They then redesigned their interview
opportunity employer. All qualified applicants will process to focus on a call simulation test that
receive consideration for employment without regard assesses those critical skills.
to race, color, religion, gender, gender identity or ◇ The Impact: 25% decrease in attrition during
expression, sexual orientation, national origin, training. Scores on the assessment also became
genetics, disability, age, or veteran status.” You can good predictors of performance. JetBlue is now
find other examples from leading employers here. Be working to extend a skills-based approach to all
sure to run any customized statements past a lawyer customer-facing roles. Learn more.
to ensure compliance with EEOC regulations.
7. Collect feedback from candidates and new hires TOOLS AND RESOURCES
to inform further revision.
8. Make it easy for candidates to apply, and keep ◇ Create a customizable skills-based job posting:
them engaged through the process. Keep • Skillful Job Posting Generator (Free)
◇ Identify potential skills tied to your role
applications simple and any pre-screen assessments
brief (5-10 minutes). Give candidates the option to • SkillsEngine (Free); O*Net (Free)
share their skills as part of the application. Where ◇ Analyze job postings for bias:

possible, leverage technology to make skill and job • Gender Bias Decoder (free); Ongig; Textio;
suggestions to help candidates highlight their skills TapRecruit; Talvista
and identify positions they may be qualified for. Keep ◇ Compare a traditional vs. skills-based posting

candidates informed of their status via email or SMS. (Appendix figures 1 and 2)

Souring & Hiring Playbook. Write Inclusive, Skills-based Job Postings 3

Source a Talented and Diverse Applicant Pool
Traditional sourcing strategies focus on a narrow set of colleges, job boards, and peer companies. The result is a
homogenous applicant pool, inflated recruiting budgets, and lower retention as companies compete over a small
subset of the workforce. Expanding your sourcing channels enables you to reach untapped pools of talent, leading
to better and more diverse hiring. This playbook builds on learning from leading employers and researchers to
provide guidance on how to expand and diversify your sourcing strategy.

What’s Included: Steps To Get Started

◇ Business case for taking action Step-by-step guidance and helpful tips from
◇ Step-by-step guidance to get started leading employers
◇ Helpful tips from leading employers
1. Review your hiring pipeline and set measurable goals. Who
◇ Case study
is applying for your jobs? Who is making it to various stages of
◇ Tools and resources
the funnel? Most organizations struggle to answer these
questions. While there are tools to track pipeline diversity
Business Case (see tools section), a low-cost way to start is to send an
Teams with diverse backgrounds and optional, anonymous demographic survey to applicants.
Clearly state that responses are anonymized and only used
perspectives do better.
in aggregate. Consider sending the survey after hiring
◇ Organizations with diverse leadership teams decisions have been made or using a third-party vendor.
are “45% likelier to report that their firm’s You can also use anonymous surveys of existing staff to
market share grew over the previous year and understand how they learned about the job and solicit ideas
70% likelier to report that the firm captured a for reaching a broader set of applicants. Set specific goals
new market.” around increasing representation of marginalized groups
◇ Diverse organizations are: (e.g., 25% more female applicants for manager roles), and
• “3.8 times more likely to be able to coach schedule regular reviews to track progress.
people for improved performance,
• “3.6 times more able to deal with personnel Tip: Make sure to set goals for increasing diversity in all
performance problems, and levels of the organization--not just entry-level.
• “2.9 times more likely to identify and build Tip: Many applicant tracking systems enable pipeline
leaders.” diversity tracking, giving you visibility into anonymized
◇ Diverse teams outperform their peers by 80%. applicant gender, ethnicity, and age.
◇ Did you know? The government provides

funding to help support employers who hire 2. Embed diversity metrics into compensation plans
from specific populations, including veterans, and performance objectives. Ensure that diversity
ex-felons, and people on federal assistance. objectives are included for all involved in the hiring
process, including HR, hiring managers, and executives.
These objectives should include increasing diversity of
applicants and new hires as well as pay gaps,
promotions, and retention. Increasing diversity and
removing bias requires a team effort. Where possible,
consider hiring a chief diversity officer to help oversee
this work, but be sure that diversity goals are collectively
measured and not placed on one person or department.

Tip: If you do hire a CDO, here’s a sample mandate

for the role.

Souring & Hiring Playbook. Source a Talented and Diverse Applicant Pool 4
STEPS TO GET STARTED (cont.): 8. Offer benefits that your target prospects value.
Fundamental benefits like a living wage, health insurance,
3. Run targeted referral programs. Referrals are and paid sick days and family leave ensure workers can
widely used to build recruiting pipelines. However,
take care of themselves while remaining productive at
because people tend to have social groups similar work. Beyond that, use surveys and focus groups to
to themselves, they risk homogenizing rather than
understand how employees and applicants value different
diversifying workplaces. Instead of generic
benefits. Consider expanding education, transportation,
referrals, consider a targeted program to share and family benefits. Highlight opportunities for upward
your diversity goals, progress toward meeting
mobility and training programs (and tuition assistance)
them, and value you see in creating a more available to workers to help them advance. Explore
diverse workplace (see Pinterest case study).
offering flexible holidays to support workers of different
4. Leverage employee resource groups (ERGs). faiths. Communicate the compensation, benefits,
ERGs can help spot potential bias in the workplace culture, and broader social mission of your work
recruitment process and identify new recruitment in your job descriptions and promotional materials.
channels. Engaged individuals can also help attend
recruitment events, blog about their experiences at CASE STUDY: PINTEREST
the organization, or attend conferences. Offer
additional compensation or budgets for ERGs to In 2015, Pinterest tweaked its referral program by
perform these extra duties. challenging members of the engineering team to refer
“10x more candidates from underrepresented ethnic
Tip: Here are some tips to protect ERG
backgrounds and 2x more women over the next six
employees from feeling tokenized.
weeks.” This simple ask to be more aware of diversity
5. Expand your sourcing channels. For campus “increased the percent of referrals from underrepresented
recruiting, partner with a more diverse set of talent by 55x, and referrals of women by 24% in just six
colleges, and, where possible, develop diversity- weeks.” Learn more.
focused internships or co-ops. Post your jobs on
diversity-focused job boards (see tools section for a
list to get you started). Foster relationships with TOOLS AND RESOURCES
community-based organizations, affinity groups, Population-specific job boards for applicants:
and networking groups. Disabled: Gettinghired, Recruit Disability, Hire Autism
6. Build your own local pipeline. There are many Veterans: Veteran Recruiting, Hire Purpose
ways to get involved in training local talent: Criminal records: 70 Million Jobs
• Partnering with local education providers to: LGBTQ: Out for Undergrad, Pink Jobs, Campus Pride,
1) Ensure the curriculum reflects your skill needs, Out & Equal
2) Train educators on the latest technologies, or
3) Help offset training costs Black and Hispanic: Jopwell, Diversity.com, PDN
Recruits, iHispano, Black Career Network, Black Jobs,
• Establishing paid pre-employment training
programs, including apprenticeships, co-ops, Hispanic/Latino Professionals Association (HLPA)
and internships Female: Fairygodboss, PowerToFly, Career Contessa –
• Developing and delivering role-specific training focus on millennials, Female Executive Search – focus
programs in the community and online on C-level candidates, The Mom Project
Look for local intermediaries who work to connect Immigrant and refugee: Upwardly Global, Amplio
employers and educators and can walk you Recruiting
through different options for getting involved.
Lists of top diverse institutions:
7. Recruit from roles outside your industry with Historically Black Colleges and Universities (HBCUs),
highly transferable skills. Expanding beyond the Hispanic Serving Institutions (HSIs), Women’s colleges,
target role or industry opens up huge pools of Tribal colleges
talent exposing new ways of thinking and problem
solving. Look for roles with related skills even in Campus recruiting: Door of Clubs – platform to
different industries. For example, a waiter or engage college clubs
bartender likely has strong skills in customer Diversity hiring platforms: Opportunity@Work;
management and organization that could translate Seekout; Mathison; YUPRO; Turning Basin Labs
into a role as a salesperson or executive assistant.
Souring & Hiring Playbook. Source a Talented and Diverse Applicant Pool 5
Screen to Identify Most-Qualified Candidates
Effectively And Inclusively
You’ve done the work to recruit a diverse applicant pool. How do you ensure you select the best candidates? How
do you prevent bias from screening out talented, diverse candidates and creating a homogenous interview slate?
Research shows that screening – whether via manual resume reviews or automated processes – is prone to “like-
me” or affinity bias.
This quick-start checklist builds on learning from leading employers and researchers to provide easy-to-follow
guidance on how to reduce bias in the screening process in order to identify the best candidates for the job.

What’s Included: Steps To Get Started

◇ Business case for taking action
◇ Step-by-step guidance to get started Step-by-step guidance and helpful tips
◇ Helpful tips from leading employers from leading employers
◇ Case study
1. Focus screening processes on determining
◇ Tools and resources
whether the candidate has demonstrated
proficiency in the required skills. At this phase
Business Case of the process, the only question you should focus
Biased screening limits diversity and prevents on is: does the candidate have the specific skills
top candidates from progressing. needed for the job?
◇ Reduce bias: White-sounding names on resumes Tip: For manual reviews, use a screening guide that
are 50% more likely to get an interview than those lists the required skills to help remind the reviewer
with black-sounding names. Resumes with male of the skills they should focus on. Don’t work just
names are 40% more likely to get an interview than from memory, which can bias you simply to replicate
those with female names. folks who currently hold the job.
◇ Improve retention: Employees who pass a pre-
hire job test have higher retention. When
employers override pre-hire test results, the new
hires are much more likely to be fired or quit. (Pre-
hire testing isn’t the only approach to anti-biased
screening, but it is a good example).

Souring & Hiring Playbook. Screen to Identify Most-Qualified Candidates Effectively And Inclusively 6
STEPS TO GET STARTED (cont.):
CASE STUDY: CLIFFORD CHANCE
2. Consider masking name in resume and application
reviews. Many employers remove or hide bias-prone In 2013, Clifford Chance, a major UK law firm,
identifiers on resumes like name, address, and implemented college-masked hiring to increase
college. This further focuses reviews on skills and representation beyond the most elite
prevents “like-me” bias from creeping in. One study universities.
found that when orchestras switched to blind ◇ The Problem: After reviewing a study that

auditions in the 1970s, the odds of a female candidate revealed that attending one of the UK’s elite
getting selected increased by 30%. universities was a de facto requirement for
working at the firm, leaders at Clifford Chance
Tips:
decided to make a change. They knew that
• One challenge with masked reviews is that they limiting hiring to a narrow set of universities
remove opportunity for cultural context and can end was homogenizing their workforce and
up reinforcing bias (e.g., women are more likely to preventing them from reaching top talent. As
take time off from work when they have young one senior employee put it: “We’re looking for
children, leading to a gap in their work history). the gems and they’re not all in the jeweler's
shop.”
• Where possible, have two or more people with
different backgrounds / roles review resumes. ◇ The Solution: The firm adopted a college-

blind hiring process. Interviewers were

2. Consider utilizing pre-screening assessments prevented from seeing information on where a
aligned with required skills. It is difficult to evaluate candidate went to university during the
proficiency from a resume. Depending on the job, pre- interview process.
screen assessments may enable you to quickly
◇ The Impact: In the first year alone, the firm
validate key skills and identify top candidates. They
experienced a 30% increase in the number
can also inform onboarding activities by providing
of schools represented in its entry-level
greater insight on areas in need of further skill
hiring program, accepting candidates from
development. These assessments can include short
41 institutions. Learn more.
answer questions, mini-tests, and work samples. Aim
to keep assessments brief -- requiring no more than 5-
10 minutes of time for the candidate – and job-related. TOOLS AND RESOURCES
You can find a list of assessment providers in the tools
section. To help ensure your assessments are EEOC Add pre-hire skill assessments to your
compliant, refer to this SHRM guide and this EEOC process:
guidance and procedures. GapJumpers -- custom assessments and
Tips: masks application materials
Pymetrics -- pre-set behavioral pre-hire
• If successful employees do not ace the
assessments
assessment, don’t use it on applicants. Be sure to
Togglhire
check for compliance with a lawyer when
implementing an assessment. Evaluate EEOC compliance of
assessments:
• To avoid turning off applicants, consider sending
assessments after candidates have applied to SHRM
inform your resume review and provide greater EEOC guidance; EEOC procedures
insight for interviews. Mask application materials to reduce bias:
4. Reduce reliance on automatic screening capabilities Blendoor
within Applicant Tracking Systems. Keyword Entelo Diversity
searches or screeners like 4-year degrees remove top TalVista
candidates before you ever evaluate them and can Pinpoint
encourage homogenization by rewarding applicants who
have similar experiences as current employees.

Souring & Hiring Playbook. Screen to Identify Most-Qualified Candidates Effectively And Inclusively 7
Inclusive, Skills-Based Interviewing and Selection
The interview process is one of the points in the recruiting process in which the greatest number of qualified,
diverse candidates are unintentionally screened out as interviewees select candidates most like themselves. This
process inhibits diversity efforts and prevents employers from hiring the best talent for the role.
This quick-start checklist builds on learning from leading employers and researchers to provide easy-to-follow
guidance on how to reduce bias in the interviewing process in order to identify the best candidates for the job.

What’s Included: Steps To Get Started

◇ Business case for taking action 1. Create a skills-based interview guide aligned to required
◇ Step-by-step guidance to get started skills. Ask all candidates the same questions. A structured,
◇ Helpful tips from leading employers consistent interview guide enables interviewers to better compare
◇ Case study responses. Questions should focus on a candidate’s mastery of
◇ Tools and resources each required skill.

Tips:
Business Case • Each question should focus on evaluating one specific skill.
Interviews that focus on skills lead • Each required skill from the job description should be
to better, more diverse hiring. evaluated either via a question or assessment.
◇ Better understand the candidate’s • Use behavioral questions that ask how a candidate has
skill set and areas for growth, acted in the past (e.g., tell me about a time when…) and
enabling informed hiring decisions situational questions that ask how a candidate would
and customized onboarding. respond to a situation (e.g., What would you do…).
◇ Make it easier to compare • Test questions with a diverse set of stakeholders to identify
candidates’ abilities. sources of bias or confusion. Avoid culturally specific terms
◇ Minimize like-me or affinity bias and trivia.
that encourages interviewers to
prefer candidates like themselves. 2. Focus on “cultural add” not “cultural fit”. Cultural fit
Even when hiring managers are evaluations tend to reward like-me biases. Instead, ask
trained to be objective, they are interviewers to consider how a candidate’s background might
more likely to view male bring something new to the organization.
candidates favorably and offer
them higher salaries. Tip: To combat the like-me bias, some companies tell
interviewers to avoid asking about interests and background.
Others ask interviewers to begin each interview by affirmatively
highlighting something on the candidate’s resume that they have
in common, which can make the candidate more comfortable.

3. Use diverse interview panels. Panels that include racial and

gender diversity help 1) communicate that you’re serious about
diversity, 2) show candidates that there are leaders like them at
the organization, and 3) check unconscious bias of interviewers.
4. Ensure there is diversity in your interview pool before
starting interviews. Research shows that the racial and gender
composition of your interview pool has a big impact on selection.
If there is only one woman or person of color in a pool, they
have virtually no chance of being hired. Before making a final
decision, make sure you interview at least two candidates for
each group of focus (e.g., people of color, non-degree holders).

Souring & Hiring Playbook. Inclusive, Skills-Based Interviewing and Selection 8

STEPS TO GET STARTED (cont.):
CASE STUDY: INTEL
5. Create inclusive and accessible interview
environments. Be mindful of how interview In 2014, Intel began using diverse interview panels
environments might impact people with different for all interviews. The panels include at least two
backgrounds and abilities. For example, as part of its women and / or people of color. In the two years
Autism Hiring Program, Microsoft provides breaks after following the change, the share of women or
interviews. With many companies shifting to remote people of color at the company increased by 32%.
interviews during the COVID-19 pandemic, be sure to Other companies like Accenture, Verizon, Cisco,
offer phone interviews for people who may not have and Proctor & Gamble also use diverse interview
access to broadband or connected devices. panels. At Cisco, the odds of making it through an
6. Utilize skill assessments to demonstrate ability. interview increased by 50% for Hispanic women
Work assignments force candidates to go beyond talking and 70% for Black women upon moving to diverse
about their skills to demonstrating them. Consider adding panels. Learn more.
some sort of simulation / work assignment as a step to
distinguish between top candidates. Assessments during CASE STUDY: AIRBNB
the interview process or at later stages of the funnel can
be more involved than pre-screen assessments. ◇ The Problem: Despite representing 30% of
applicants, in 2016, women made up only 10%
7. Use rubrics to evaluate candidates on interviews of new data scientists.
and assessments. The rubric should outline the skills ◇ The Solution: Airbnb worked to increase the
interviewers should evaluate candidates on and provide profile of women in data science, which is a
benchmarks to help compare responses. Rubrics help male-dominated field, hosting panels highlighting
keep interviews focused and forces reflection on how the women and publishing articles describing
candidate’s skills align to the role. Forcing an interviewer experiences of women in the field. It also moved
to write out their rationale for why they support or do not to a binary scoring system for take-home
support a candidate can help combat implicit bias. assessments and required women to make up
half of the interview panel for female candidates.
Tips:
◇ The Impact: The share of new hires for data
• Define a minimum proficiency level required for science increased from 10% to 47%, and overall
each skill. The minimum level should reflect the representation of female data scientists at the
team’s capacity to train a new hire. Set this company rose from 15% to 30%. Learn more.
standard prior to interviewing candidates.
• Work with interviewers to shift their mentality from
“is this how I would do it” to “does this achieve the TOOLS AND RESOURCES
desired result” to make them more open to new Guide to writing skills-based interview
ways of thinking and problem solving. questions:
• Prevent interviewers from comparing notes, SHRM Indeed
especially before an interview, as this can frame
the interviewer’s perception and increase bias. Bias-training providers:
Paradigm Facebook training series (free)
8. Provide unconscious bias training for recruiters and
hiring managers. Research shows when people are Lists of skills-based interview questions:
made aware of how bias works and how it can impact Utah State University
hiring decisions, they are better able to check their
biases. As a first step, consider asking those involved in Pre-hire assessment providers:
the hiring process to take an Implicit Association Test, a GapJumpers -- custom skills-based
powerful tool for revealing implicit bias. You can also assessments and masks application materials
encourage members of the hiring team to learn about Pymetrics -- pre-set behavioral pre-hire
underrepresented groups you are trying to attract. Here’s assessments
a list of some relevant books for those involved in hiring Togglhire
to increase their cultural competence.

Souring & Hiring Playbook. Inclusive, Skills-Based Interviewing and Selection 9

Skills-Based Onboarding to Get New Hires Up to Speed
and Started on the Right Foot
While traditional onboarding plans are often one-size-fits-all initiatives that focus on compliance and HR, a skills-
based strategy enables much more customization and training. An effective skills-based hiring strategy provides
you with a lot of information on the abilities a new hire currently possesses and needs to learn to perform in their
new role. This information enables you to tailor their onboarding plan to get them up to speed in areas identified as
potential gaps or areas for growth.

What’s Included: Steps To Get Started

◇ Business case for taking action Step-by-step guidance and helpful tips from
◇ Step-by-step guidance to get started leading employers
◇ Helpful tips from leading employers

◇ Case study
1. Use reference checks to better understand the
candidate’s learning style, management style, and
other needs or accommodations that the new hire
Business Case might need. In addition to evaluating the candidate’s
Getting employees up to speed quickly skills and experiences, late-stage reference checks
boosts performance and retention conducted before extending offers can provide insights on
◇ Effective onboarding programs increase the candidate to set the stage for effective onboarding.
productivity by over 70% and retention by 2. Leverage evaluation materials to identify areas of
up to 82%. focus for onboarding. Interview and assessment
◇ Only 12% of workers feel that their evaluation rubrics should highlight skills where the
company does onboarding well. new hire is relatively weaker. Make sure to address
◇ 58% of organizations say onboarding is those areas first during onboarding.
focused on paperwork and processes,
3. Write out an impact plan for what the new hire will
wasting opportunities to get new hires up
accomplish at 1, 3, 6, and 12 months. Even within
to speed and engaged.
the same role there can be variation on expectations
◇ Negative onboarding experiences make
depending on the team and events occurring at the
new hires 2x more likely to look for new business. Work with the manager to develop a refined
opportunities. set of tasks that the new hire will be expected to
execute as they get on board.

Souring & Hiring Playbook. Skills-Based Onboarding 10

STEPS TO GET STARTED (cont.):
CASE STUDY: MICROSOFT
4. Stage onboarding activities over the first Autism Hiring Program
several months to avoid overwhelming new
hires. Where possible, integrate formal training with ◇ The Problem: Despite possessing a number of
on-the-job learning to boost retention. Research traits well suited for complex work, 90% of adults
shows that learning improves significantly if it is used and 85% of college graduates with autism in the
in practice. US are unemployed.
◇ The Solution: In 2015, Microsoft launched the
5. Consider both external training (e.g., LinkedIn
Autism Hiring Program, an initiative to proactively
Learning, community college courses, etc.) remove barriers candidates with autism faced in the
and internal training (coaching & mentoring, recruitment process.
internal trainers, cross-training, stretch
assignments). Structure your plan around specific The program includes explicit outreach to autism
skills. Leverage a variety of resources to ensure every communities, awareness training for interviewers,
required skill is addressed. For internal training, work interview accommodations, and a multi-day event
to expose the new hire to different teams, mentors, to bring candidates to the company’s headquarters.
and peers. It also works to create a smooth onboarding
experience and transition to the company.
6. Create transparency on the skills required for New hires made through the program are provided
different roles within the organization. Help with a support system that includes a peer mentor,
new hires understand the skills they’ll need to acquire
a mentor from the autism community, and a job
and demonstrate mastery of in order to move into
different roles within the organization. Show options
coach. HR works to provide accommodations like
for how they might acquire those skills, including any noise-cancelling headphones, and managers and
education benefits, internal training programs, or team members receive disability awareness
opportunities for stretch assignments. Creating this training.
transparency early in a candidate’s tenure helps ◇ The Impact: Since 2015, over 100 individuals have
motivate them and makes them more likely to take
been hired through the program. Learning from the
advantage of those resources.
program is driving changes in the general hiring
process, especially around the idea of “screening
7. Create individual development plans for each in” talent from different backgrounds.
new hire. Work with managers to establish plans for
each employee that enable them to set longer-term Check out the Autism @ Work Playbook, which
goals for growth at the organization. Include codifies the learnings of Microsoft, SAP, JP Morgan
opportunities for skill-building -- whether through Chase, and EY that have implemented similar autism
formal training or on-the-job mentorship -- and identify hiring programs.
stretch projects or rotational assignments that enable
employees to apply those skills to their work. This type *Note: The Markle Foundation is a grantee of
of longer-term planning helps employees feel Microsoft Philanthropies.
supported and bought in, leading to increased
retention and improved performance.

Souring & Hiring Playbook. Skills-Based Onboarding 11

 Appendix
Figure 1: Traditional, Pedigree-Based Job Posting
Figure 2: Skills-Based Job Posting
Figure 3: Skill Comparison Guide

Souring & Hiring Playbook. Appendix 12

FIGURE #1:
TRADITIONAL PEDIGREE-BASED JOB POSTING
TITLE: Recruiter

JOB SUMMARY:
The recruiter role provides support in all processes and efforts to find and maintain relationships with all
candidates. They draft hiring materials, source candidates for open positions, conduct screening, and
interview candidates. They track information on applicants, arrange interviews, and build working relationships
with hiring managers, HR staff, and community partners.

RESPONSIBILITIES AND ACTIVITIES:

This role will be responsible for recruiting functions including:
◇ Processing, verifying, and maintaining candidate documentation in our Applicant Tracking System.

◇ Sourcing qualified candidates from various channels (e.g., online, job fairs, community partners).

◇ Drafting and refining hiring documents including job postings, screening guides, and interview guides.

◇ Preparing, coordinating, and conducting reference checks and screening, and phone and in-person

interviews.
◇ Evaluating applicant eligibility and qualifications for employment.

◇ Engaging and collaborating with HR manager and hiring manager to understand open positions and long-
term talent needs.
◇ Evaluating and using new sourcing techniques to identify, cultivate, and attract qualified candidates.

◇ Answering questions regarding the interview process, assessments, eligibility, salaries, benefits, etc.

QUALIFICATIONS:
◇ Requires a BA/BS in related field
◇ Minimum of 1 year of experience working in a recruiting environment

◇ Exceptional interpersonal and communication skills; friendly, tactful, good negotiator, ability to influence
others
◇ Analytical skills

◇ Proficient using the Internet as a recruitment source

◇ Ability to manage the entire hiring process (from sourcing to offer stage) in an efficient and effective
manner
◇ Experience with Workday ATS (Applicant Tracking System) application

◇ Ability to build dynamic relationships with hiring managers

◇ Sense of urgency is helpful

◇ Financially driven, energetic, confident go-getter who can maintain integrity

◇ General knowledge of various employment laws and practices

Souring & Hiring Playbook. Appendix: Figure #1: Traditional Pedigree-Based Job Posting 13
FIGURE #2:
SKILLS-BASED JOB POSTING
TITLE: Recruiter

JOB SUMMARY:
The recruiter role provides support in all processes and efforts to find and maintain relationships with all
candidates. They draft hiring materials, source candidates for open positions, conduct screening, and
interview candidates. They track information on applicants, arrange interviews, and build working relationships
with hiring managers, HR staff, and community partners.

RESPONSIBILITIES AND ACTIVITIES:

This role will be responsible for recruiting functions including:
◇ Processing, verifying, and maintaining candidate documentation in our Applicant Tracking System.

◇ Sourcing qualified candidates from various channels (e.g., online, job fairs, community partners).

◇ Drafting and refining hiring documents including job postings, screening guides, and interview guides.

◇ Preparing, coordinating, and conducting reference checks and screening, and phone and in-person

interviews.
◇ Evaluating applicant eligibility and qualifications for employment.

◇ Engaging and collaborating with HR manager and hiring manager to understand open positions and long-
term talent needs.
◇ Evaluating and using new sourcing techniques to identify, cultivate, and attract qualified candidates.

◇ Answering questions regarding the interview process, assessments, eligibility, salaries, benefits, etc.

REQUIRED COMPETENCIES/SKILLS:
◇ Interview and Assessment Techniques – Develop structured interview guides and use assessments to
evaluate skill sets of applicants.
◇ Process Improvement – Monitor and evaluate recruiting processes and update recruiting and sourcing
methods to improve the quality of candidates and reduce time to hire.
◇ Interpersonal Skills – Guide conversations to assess applicants’ eligibility and qualifications in person and
over the phone; build relationships with community partners to hire their clients/students.
◇ Judgment and Decision Making – Assess eligibility and qualifications of applicants during recruitment,
screening, and interviewing; partner with HR and hiring managers to decide on new hires.
◇ Writing – Communicate clearly in writing as appropriate in email, digital platforms, and hiring documents
(e.g., job postings).

PREFERRED COMPETENCIES/SKILLS:
◇ Employment Law – Have knowledge on legality for acceptable conduct and questions during interview and
hiring process; understand employment eligibility.
◇ Recruitment Software – Ability to use Application Tracking Systems to track applicants for multiple open
positions.
◇ Persuasion – Persuade top candidates online and at job fairs to apply to our positions.

Souring & Hiring Playbook. Appendix: Figure #2: Skills-Based Job Posting 14
FIGURE #3:
SKILL COMPARISON GUIDE
Technical vs. Interpersonal Skills
Technical Skills
These skills are specific to an industry or job. These skills are the technical skills a person
needs to perform narrowly defined tasks and duties.

Interpersonal Skills
These skills are professional knowledge and skills that are transferable from one job to
another and across industries.

Required vs. Preferred

Limiting your requirements to what is truly required increases your chances of finding a
candidate with the skills needed to get the job done.

SKILL TRAINABILITY
Trainable Non-Trainable
Job Duties

Preferred: Required:
Essential
IMPORTANCE

Skill is needed but can be Skill is needed to perform

trained after hiring. job duties and cannot be trained.
Essential

Preferred: Preferred:
Non-

Skill can be learned over time to Skill is not necessary, but

improve job performance. having it improves job performance.

Required Skills
These skills are necessary to perform essential job duties at the specified level and there is no
capacity to train; therefore, a candidate must have them on day one to complete job
responsibilities.

Preferred Skills
These skills can be trained during onboarding and/or are used to perform non-essential
job duties.

Souring & Hiring Playbook. Appendix: Figure #3: Skill Comparison Guide 15