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Skills Based Hiring: Is What You Can Do Who You Are? · Hope + Possibilities: Trust, Leadership + Strategic Foresight

• 0:17
  Find yourself in.
• 0:24
  Thank you for joining the Hope and Possibilities podcast.
• 0:27
  I'm Nola Simon.
• 0:35
  So I want to talk about skill-based, job setups particularly organizations
• 0:41
  who use actual AI to determine skills that they have within the organizations
• 0:49
  that they don't realize their people even have, and how they use that to
• 0:54
  actually move people into different jobs and upskill and do different things.
• 1:00
  And that's all great.
• 1:02
  But the thing is, if you're constantly only just.
• 1:04
  Being assigned to projects based on skills that you have, and you
• 1:08
  don't really have an identity.
• 1:10
  That's something that you're developing within the organization
• 1:13
  that's tied to a profession.
• 1:15
  So it makes it easy for somebody to say, I do this.
• 1:19
  Like I am a dentist, I'm an accountant, I am a whatever.
• 1:24
  You're going to actually have some pushback and some.
• 1:30
  Problems with how people adapt to that because work honestly
• 1:36
  is tied up in a lot of identity.
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  And sometimes that's healthy, sometimes that's not.
• 1:42
  But it becomes a how do you tell the story of what you do?
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  What is the impact of what you do?
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  How do you explain it in a way that's easily digestible
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  and people understand it.
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  So when you're walking your dog, for example, you can say, hi, I do
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  this because people will ask you.
• 2:00
  A lot of times, personally, I blow that off because.
• 2:03
  People don't understand the depth of what it is that I do.
• 2:06
  So I honestly, a lot of times just tell people that I'm a writer.
• 2:10
  I do a lot of writing.
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  It's not untrue.
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  It's just sometimes if I'm not invested in the relationship with that particular
• 2:18
  person, it's the easiest thing to say.
• 2:21
  So skills great.
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  I think upskilling is fantastic.
• 2:26
  I can understand why you wanna tap the skills and abilities in
• 2:30
  your organization because it's.
• 2:33
  It probably easier than trying to hire for specific skill sets
• 2:39
  that may or may not exist in the current market that you operate in.
• 2:46
  But you really have to pay attention to.
• 2:49
  How that impacts the identity that people have in relation to their work
• 2:54
  and how that also impacts autonomy.
• 2:58
  Do they have the choice whether to take these projects or not?
• 3:01
  I am very skilled in data analysis.
• 3:04
  And I don't really enjoy it.
• 3:08
  If you give me a task, a whole spreadsheet of data and ask me
• 3:13
  to interpret it, I can do that.
• 3:14
  I can work with it.
• 3:16
  But my interest is not that.
• 3:21
  So I would turn you down because that's not the type of work that fuels me.
• 3:25
  That's not intrinsically motivated work that feels great to do.
• 3:33
  I can completely do it with a lot of skill and ability, but that's
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  not what I want to be doing.
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  What I want to be doing is looking at the stories attached to that data and what
• 3:43
  that data truly means when you actually.
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  Look at the narratives that it represent.
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  That's my sweet zone.
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  So definitely data oriented, but much more in how that ties into strategy
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  and narrative intelligence, right?
• 4:02
  This is where it becomes a whole issue.
• 4:04
  On paper, you might look like somebody who wants to do that work.
• 4:10
  But you might not honestly want to do that work.
• 4:13
  It could be tied up in personal preference, it could be tied up
• 4:17
  in physical ability, it could be tied up in emotional trauma.
• 4:22
  Work is a lot of different things to a lot of different people, and you
• 4:25
  don't know everyone's full history because a lot of times they're not
• 4:29
  honestly disclosing it to you either.
• 4:31
  So you have to be careful when you're actually just building
• 4:36
  out, skills-based organization.
• 4:41
  Definitely you want to look at it.
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  Upskilling is an amazing thing to do.
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  Repurposing people instead of laying them off and, leveraging
• 4:50
  their talents in different ways.
• 4:52
  Absolutely.
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  I'm fully aware of that and I do support that.
• 4:56
  But what you wanna be careful with is the identity piece, because if
• 5:02
  you're putting in people in work.
• 5:04
  And on teams and combining them with people that they don't enjoy just because
• 5:09
  their skills happen to be compatible.
• 5:12
  If the rest of the pieces aren't in place, you're going to be creating
• 5:16
  teams that really don't function in a workplace that is going to be ultimately
• 5:23
  unproductive and maybe even toxic.
• 5:27
  So anyways, that's my thought.
• 5:47
  Find yourself in.