When there’s a large pool of applicants, many organizations raise the bar on experience and education requirements to help manage applicant flow. However, a recent article in the Wall Street Journal reported companies are dropping these two popular criteria for certain positions. As the number of available applicants has decreased, organizations are finding it challenging to get enough people to meet their needs. Reducing or removing these criteria helps provide more candidates, but organizations still need a way to ensure they are finding quality people to fill their job openings. So, what can organizations turn to? Behavioral competencies.

Behavioral competencies can help organizations identify successful hires, regardless of prior education or experience. The article discussed an organization that was changing requirements for its branch managers. Given the impact of the position, hiring people with the correct characteristics, such as leadership effectiveness, goal setting and holding others accountable will be critical to business success. In addition, a competency like learning agility can be important because many skills inexperienced employees require will need to be trained. Behavioral competencies, such as these, can be effectively measured through competency-based assessments and complimentary structured interviews, providing an objective method to evaluate applicants and ensure quality talent.

Waiving job requirements of education and experience doesn’t mean an organization has to settle for mediocre hires.  Job-relevant, behavioral competencies give organizations a method to cast a wide applicant net, while efficiently and effectively evaluating candidates regardless of the changing talent landscape.

Source: Gee, K. (2018, July 29). Employers eager to hire try a new policy: ‘no experience necessary’. The Wall Street Journal. Retrieved from https://www.wsj.com/articles/employers-eager-to-hire-try-a-new-policy-no-experience-necessary-1532862000