As someone focused on the Energy, Engineering & Industrials sectors, I’m encouraged to see many large organizations adopting a skills-based approach to hiring and development. Enlightened employers, including many of our clients, are moving away from traditional requirements like industry experience and specific qualifications.

Job adverts in these sectors are becoming increasingly skills-based, focusing on core, transferable skills rather than mandatory degrees and years of experience. In North America for example, 55% of companies are dropping degree requirements, opening opportunities for more diverse applicants. And when it comes to applying for the roles advertised, companies are adopting a CV-less application approach (this approach has increased applicants for Siemens by 5x in some engineering roles, uncovering overlooked talent), and task-based assessments and online simulations are replacing cognitive tests when candidates move further into the recruitment process.

There are also many examples in the Energy, Engineering & Industrials Sectors of skills-based development activities as well. Schneider Electric attracts candidates by offering external training courses to remove certification barriers. Siemens issues digital skills badges to promote internal mobility. Johnson Controls offers a 6-week academy for aspiring technicians without degrees. Shell and ABB provide digital upskilling opportunities, emphasizing skills over degrees.

It is also very encouraging that public and private sector collaboration is also growing. Initiatives like the EU’s Pact for Skills, and efforts in Mexico, Chile, and Colombia to fund technical education in automation and renewables are just some examples of how this collaboration, which is so badly needed, is coming to life.

The message is clear: to address skills gaps in the Energy, Engineering & Industrials sectors, a skills-powered approach is essential. Leading organizations are already embracing this shift, and without adopting this approach organizations run the risk of falling well behind their competitors.

At AMS, we are working with many of our clients and looking at the extent to which they are ‘skills-ready’, advising them on what technologies are available to help support and enable them, which skills assessment tools are available and how to create new skills through alternative programs such as hire train and deploy methodologies. I recently hosted a webinar on this topic where I lead a panel discussion with leaders from ThermoFisher Scientific, HSBC and LinkedIn where we discussed how to embark on a journey towards a skills-based approach, to view the on-demand webinar go here: Webinar: Lead the shift to a skills-powered organization – AMS 

For more information on how AMS can support your transition to becoming skills-powered, please reach out ([email protected]) and let’s talk about how you can lead the shift to become a skills-powered organization.

Lead the shift to a skills-powered organization

https://www.weareams.com/resources/events/lead-the-shift-to-a-skills-powered-organization/