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It’s No Surprise That “Skills-Based” Hiring Has Not Worked (www.forbes.com)

submitted 9 months ago* (last edited 9 months ago) by redfox@infosec.pub to c/technology@lemmy.world

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This article outlines an opinion that organizations either tried skills based hiring and reverted to degree required hiring because it was warranted, or they didn't adapt their process in spite of executive vision.

Since this article is non industry specific, what are your observations or opinions of the technology sector? What about the general business sector?

Should first world employees of businesses be required to obtain degrees if they reasonably expect a business related job?

Do college experiences and academic rigor reveal higher achieving employees?

Is undergraduate education a minimum standard for a more enlightened society? Or a way to hold separation between classes of people and status?

Is a masters degree the new way to differentiate yourself where the undergrad degree was before?

Edit: multiple typos, I guess that's proof that I should have done more college 😄

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[–] redfox@infosec.pub 2 points 8 months ago

@ForgotAboutDre@lemmy.world

many of these roles could be accomplished by people who have non university qualifications or 4-5 year apprenticeships. But it’s hard to teach the background maths involved during an apprenticeship

This was a very interesting example. Personally, I don't use any of the higher math that degree programs wanted. For people in the field you're talking about, it would be needed. So in that sense, a dev working for one company would be fine, until they wanted to dev for a company that needs those maths.

I counter my own point though and say that most people who don't use those higher level maths forget it. I am a very good use or lose example.

@cole@cole@lemdro.id I agree there can be separation of role types. This is annoyingly inconsistent across industry. Lead/architect/principle/engineer terms get thrown around for all kinds of roles. Sometimes companies just use them as title changes for promotion and talent retention. It would be nice if companies considered adapting a standardize framework for some uniformity. The NICE model comes to mind, but I've had people tell me they think it's too academic and not pragmatic in the real word. I don't think I agree with them.