​In recent years, skills-based hiring has become a significant talking point in the world of recruitment, especially in sectors like engineering, town planning, building surveying, and other technical roles. But as the UK’s built environment sector grapples with a persistent talent shortage, could this approach be the answer? Let’s explore what skills-based hiring is, why it is gaining traction, and whether it can genuinely help address the talent gap in this critical industry.

What is Skills-Based Hiring?

Skills-based hiring is a recruitment strategy that focuses on a candidate's skills and competencies rather than traditional markers such as degrees, job titles, or years of experience. Instead of filtering candidates based on their educational background, employers assess whether candidates can perform the tasks required for the role. For the built environment sector, this might mean testing a candidate’s proficiency with a certain type of software such as CAD software for architecture, evaluating spatial analysis skills for town planning, or assessing a surveyor’s practical knowledge of building pathology.

Why Skills-Based Hiring is Relevant in the Built Environment Sector

The built environment sector is inherently skills-driven. Engineering demands proficiency in problem-solving and the use of specific software. Town planning requires spatial analysis, knowledge of planning regulations, and community engagement skills. Building surveying relies on a solid understanding of building pathology and regulatory compliance, while architecture is heavily dependent on creative design skills and CAD proficiency.

These technical competencies are critical for success in these roles. But with the sector facing a talent shortage, traditional hiring methods that prioritise degrees or years of experience may be limiting access to a broader talent pool. Skills-based hiring offers an alternative, potentially enabling employers to find capable candidates who may not have followed conventional career paths.

The Case for Skills-Based Hiring

Advocates of skills-based hiring argue that this approach has several advantages. First, it opens the door to a wider talent pool by attracting candidates who may not have traditional qualifications but possess the skills needed for the job. This is especially important in a sector where demand for talent often exceeds supply.

Secondly, it can enhance diversity. By moving away from a focus on specific universities, degree types, or rigid experience requirements, employers can create a more inclusive workforce. This is particularly beneficial in an industry that has historically struggled with diversity.

Moreover, skills-based hiring has the potential to improve job performance. Candidates are chosen based on proven abilities rather than assumptions about their capability based on their CV. As a result, employees are more likely to succeed in their roles and remain with the company for longer.

Finally, it fosters adaptability. In a sector like engineering, where technology and practices are constantly evolving, hiring candidates with proven skills means that teams are better prepared to keep up with industry changes.

The Challenges of Skills-Based Hiring

However, skills-based hiring is not without its challenges. One of the biggest hurdles is designing effective skills assessments. Poorly designed tests can lead to misleading results, and there is a risk of introducing bias if the assessments do not account for different learning styles or backgrounds.

Another concern is the potential for skills gaps. Focusing solely on technical skills may mean overlooking candidates who lack theoretical knowledge or critical thinking abilities, which are often developed through formal education. This is especially relevant in fields like architecture, where a deep understanding of design principles is essential.

Additionally, some employers may resist this approach, especially in sectors like architecture or surveying, where professional qualifications are highly valued. These employers may question whether candidates who bypassed formal education have the depth of knowledge required for complex projects.

There is also the challenge of ensuring that skills-based hiring supports long-term career development. A candidate who is hired solely for their current skills may struggle to progress if they lack the foundational knowledge needed to advance in their field.

Can Skills-Based Hiring Solve the Talent Shortage?

So, can skills-based hiring help overcome the talent shortage in the UK’s built environment sector? The answer is partly.

Skills-based hiring has the potential to open up the talent pool, making it easier for employers to find capable candidates who might otherwise have been overlooked. It can also support greater diversity and lead to better job performance by focusing on what candidates can do rather than where they have studied or how long they have worked.

However, it is not a silver bullet. To be effective, skills-based hiring must be part of a balanced approach. Employers should combine it with other hiring methods, such as considering professional qualifications, work experience, and a candidate’s ability to learn and adapt.

In the end, the solution to the talent shortage in the built environment sector is likely to be multifaceted. Skills-based hiring is an important tool in the recruitment toolkit, but it should be used alongside other methods to ensure that teams are not only capable but also well-rounded and prepared for the challenges of the future.