Not another trends list: Getting ahead of 2024 issues--part 3.

This is part three of Tammy Browning’s thoughts on how corporations can address some of the most significant issues in 2024. If you haven’t read the earlier parts of this blog, take a moment to also read part 1 on mental health and wellbeing and part 2 covering automation and AI. 

Skills-based hiring. 

Although changes here are moving at a more modest pace, the way people are hired—based on degree and past jobs—is evolving. In the future, the skills a candidate possesses (or has the potential to develop) will drive hiring rather than a traditional resume. In fact, more than half of hiring managers—mostly in tech and healthcare—report removing the requirement for a bachelor’s degree from some entry level roles over the past year. 

A slow pivot. 

Over time, all companies will need to make this shift. How can an organization pivot to skills-based hiring? It won’t be easy. In most corporations, a job description is the mechanism that triggers the hiring process and removing it will be difficult. To start, companies will need to adjust their ideas about hiring and keep an open mind. 

• Evaluating a candidate’s skillset is the first task. How do you assemble a complete list of the skills someone has acquired—and understand the extent of what they’ve learned—in a previous job? Often, it’s not readily apparent. Most of the responsibility will lie with the hiring manager. They’ll need to personally vet talent to understand what they have to offer, rather than relying on human resources or the MSP to tell them a person is a good fit. 
• This will also mean evaluating pay rates and being willing to pay more for better skills or skills that help meet strategic goals. (Conversely, it could be smart to look at a candidate with the potential to develop the skills you need, who may be available a lower rate.)
• Adopting a startup mentality will also be key. Large corporation’s hiring policies are going to hold back their ability to adjust. But smaller and mid-sized organizations, those who can hire like a startup—based on skillsets, emotion, and a cultural fit—will be the winners and their prize will be the best employees. 

A final word … 

I’d be remiss not to mention one of the most significant challenges coming to business: the need to be better corporate citizens. Companies will be judged on their environmental, social, and corporate governance (ES&G) record. Each of us will need to make ES&G—and all that goes with it from equity and philanthropy to sustainability and more—a core part of who we are as an organization. We have no higher priority at KellyOCG, and I’ll have more on this soon. 

Wishing you all a happy, healthy, and prosperous new year!