Building Momentum: Best Practices for Piloting Skills-First Talent Strategies
Best Practices for a Successful Skills-First Implementation – Part 1
Skills-first talent management represents a paradigm shift in how organizations identify, develop, and deploy talent. By focusing on competencies rather than credentials or traditional career paths, companies can unlock wider talent pools, improve workforce agility, and better align human capital with business needs. However, implementing this approach requires careful planning and execution. As human capital experts note, "Pilot first, then scale. In some organizations, a pilot program addressing isolated priority practices may serve as a necessary proof of concept to catalyze future skills-first initiatives". This article explores how organizations can successfully launch skills-first pilot programs that create momentum for broader transformation.
Selecting Appropriate Departments or Teams for Pilot Implementation
Choosing the right starting point for your skills-first journey is essential. The aim is to meet a company need quickly with verifiable and visible outcomes. By concentrating on a department or business unit that is both capable and supportive, you'll position yourself for success, achieving results that are not only noticeable but also rewarding.
Identify Areas Facing Talent Shortages or Hiring Difficulties
Departments struggling to fill open positions make excellent candidates for pilot programs. The Iowa Auditor of State (AOS) implemented skills-first hiring after experiencing difficulty finding enough skilled workers for accounting positions. By removing four-year degree requirements and accepting candidates with associate degrees, they expanded their talent pool and successfully filled crucial roles. This targeted approach addressed an immediate business need while demonstrating the value of skills-first principles.
Assess Readiness and Receptiveness of Leadership and Teams
Evaluate which departments have leaders most open to new approaches. Cisco's OneTen program team carefully assessed "hiring manager readiness" to determine which roles to prioritize for their skills-first initiative. They recognized that "ensuring that these skills-first hires were placed with managers who could lead and support them effectively would be critical for these hires to fully realize their potential". Without receptive leadership, even well-designed pilots may struggle to gain traction.
Consider Business Units with Strategic Importance
Prioritize departments directly connected to key business objectives. The World Economic Forum emphasizes that "skills-first strategies should be based on practical business needs and market priorities". When pilot programs align with strategic priorities, they receive greater visibility and executive attention, increasing their likelihood of success and subsequent expansion.
Look for Areas Where Success Metrics Can Be Clearly Defined
Choose departments where outcomes can be measured objectively. Identify and gain sponsorship support in using three to four Key Performance Indicators (KPIs) to measure the program’s success. Clear, measurable success indicators make it easier to demonstrate pilot impact and build the case for broader implementation.
Evaluate Potential for Visible Impact and Compelling Success Stories
Select areas where positive results will be noticeable and can generate persuasive narratives. PwC's skills-first recruitment pilot "significantly reduced the mean hiring time by 45% compared to business-as-usual hiring methods". Such dramatic results create powerful arguments for broader adoption and help overcome organizational inertia.
Securing Resources and Executive Sponsorship
Success requires adequate resources and strong leadership backing to overcome initial skepticism and implementation challenges.
Obtain Dedicated Funding for the Pilot Initiative
Dedicated financial resources demonstrate organizational commitment and reduce implementation barriers. Cisco made "the pivotal decision to allocate a substantial portion of their budget" to their OneTen program, with centralized funding for the first 100 hires. This financial commitment signaled leadership's dedication to the initiative and removed budgetary concerns for participating departments.
Ensure Executive Leadership Commitment and Visible Support
Secure active engagement from senior leadership. The World Economic Forum identifies "sponsorship from leadership" as a critical success factor, noting that "leadership must endorse and model skills-first approaches" and "remain accountable and make informed decisions on deploying skills-first approaches". Visible executive support signals organizational priority and encourages participation at all levels.
Identify and Engage Internal Champions Across Departments
Recruit influential advocates throughout the organization. Cisco's OneTen program "tapped 'champions' within the Talent Acquisition leadership team, including vice presidents and senior vice presidents," who "supported the development of the roadshow materials and facilitated connections to other senior leaders". These champions played crucial roles in building broader organizational support and overcoming resistance.
Secure Necessary Time Commitments from Participating Teams
Ensure that participants can dedicate sufficient time to the pilot. Skills-first implementations require learning new approaches, revising job descriptions, and redesigning talent processes. Without adequate time allocation, participants may revert to familiar practices under pressure, undermining pilot success.
Allocate Resources for Technology Tools and Training
Provide the necessary tools and development opportunities. Skills-first approaches often require new skills assessment, matching, and development technologies. Investing in appropriate tools and training increases the likelihood of pilot success and builds capabilities for future scaling.
Setting Clear Objectives and Success Metrics for Pilot Programs
Well-defined goals and measurements are essential for evaluating pilot effectiveness and building the case for broader implementation.
Define Specific Business Outcomes Aligned with Organizational Strategy
Articulate how the pilot supports strategic objectives. The World Economic Forum emphasizes "linking skills metrics to broader organizational goals, such as improved productivity and more efficient hiring techniques". This connection helps secure ongoing support and resources by demonstrating the business relevance of skills-first approaches.
Establish Baseline Measurements Before Pilot Launch
Document current key performance indicators in critical areas to enable meaningful comparison. Baseline data might include KPIs like time-to-hire, cost-per-hire, quality of hire, diversity statistics, or employee performance indicators. These measurements provide the foundation for demonstrating improvement and calculating return on investment.
Identify Critical Roles and Skills Needed for Pilot Success
Select a few high-need roles for the pilot and define the specific competencies required for each. Identify the competencies needed to succeed in each role, along with the competencies that may be “nice to have” but are not necessary. Determine the most effective way to verify each competency. This focused approach ensures that the pilot addresses the most critical skills gaps rather than attempting too broad a transformation initially.
Set Quantifiable Metrics for Hiring Effectiveness, Skills Development, and Business Impact
Develop comprehensive measurement frameworks. Successful organizations track multiple dimensions of impact. The World Economic Forum notes that "skills-first lighthouses keep track of important metrics like skills gaps, active users, learning hours, course completion rates, and internal and external mobility". PwC UK's skills-first hiring pilot measured impact on hiring time, gender diversity (increasing hiring of women by 20%), and educational diversity (increasing hires with STEM or non-finance degrees by 17%).
Determine Timeframe for Evaluation and Decision-Making
Establish a clear schedule for assessing results and deciding next steps. While the appropriate duration varies based on objectives, having defined evaluation points ensures momentum is maintained, stakeholders remain informed, and decisions about scaling are made promptly.
Designing the Pilot Implementation
Thoughtful design increases the likelihood of pilot success and facilitates eventual scaling.
Create Skills-Based Job Descriptions that Focus on Competencies Rather than Credentials
Redesign job postings to emphasize required skills instead of degrees or experience. Cisco's OneTen program team "offered key support to hiring managers who were writing skills-based job descriptions for the first time" and "developed resources based on insights from Learning Community sessions...including a skills chart and guidelines on how many of each skill type to incorporate into the new job descriptions". This support helped hiring managers move beyond traditional qualifications-based thinking.
Develop Assessment Methods to Evaluate Skills Accurately
Implement approaches to fairly assess capabilities regardless of how they were acquired. The World Economic Forum notes that "innovative skills-based assessments are an effective alternative to professional history and experience". These might include work samples, structured interviews, skills tests, or portfolio reviews that evaluate actual capabilities rather than proxies like degrees or past job titles.
Establish Training and Support Systems for Hiring Managers and HR Teams
Provide resources to help staff adopt new approaches. Cisco recognized that "in order for its skills-first shift to succeed, it was crucial to secure the support of hiring managers" and therefore "intentionally partnered with, educated, supported, and even challenged managers". This support included guidance on writing skills-based job descriptions, conducting skills-focused interviews, and managing diverse talent.
Design a Communication Strategy to Inform All Stakeholders
Develop clear messaging about the pilot's purpose and process. Cisco launched "a roadshow: a comprehensive communications effort to engage with key stakeholders," which included "a series of intentional steps to gain support where they needed it most". Effective communication reduces resistance and increases engagement by ensuring all stakeholders understand the rationale and expected benefits of the skills-first approach.
Create Feedback Mechanisms to Capture Ongoing Insights and Make Real-Time Adjustments
Establish channels for continuous input from participants. The World Economic Forum emphasizes that organizations should "collect feedback through standardized forms and regular check-ins with stakeholders to constantly improve". These mechanisms enable real-time adjustments and improvement throughout the pilot process.
Gathering and Analyzing Data from Pilot Implementations
Robust data collection and analysis provide evidence to evaluate pilot effectiveness and inform future scaling.
Implement Mixed-Method Data Collection
Use multiple approaches to gather comprehensive insights. When planning pilot study data collection, experts recommend "multiple data collection methods...including surveys, qualitative interviews, focus groups, and observations". This mixed-methods approach provides both breadth and depth of understanding about the pilot's impact and implementation challenges.
Measure Both Quantitative Outcomes and Qualitative Feedback
Capture numeric metrics and experiential insights. Quantitative data might include time-to-hire, cost-per-hire, diversity statistics, and performance ratings, while qualitative feedback captures participants' experiences, challenges, and suggestions. The combination provides a holistic view of impact that goes beyond simple metrics to understand the human experience of the transformation.
Establish Regular Data Review Cycles Throughout the Pilot
Schedule ongoing analysis rather than waiting until completion. Regular review enables timely adjustments and maintains momentum. Experts advise that when conducting pilot studies, it's essential to "hold periodic check-ins with the core working group, particularly those involved in data collection". These check-ins ensure data quality and allow for course corrections as needed.
Compare Results Against Baseline Measurements and Objectives
Evaluate progress relative to starting points and goals. This comparison provides concrete evidence of impact and highlights areas for further improvement. Successful organizations document expected and unexpected outcomes to capture the full range of pilot effects.
Document Unexpected Outcomes and Lessons Learned
Capture surprising findings and insights gained. Often, pilots reveal unforeseen challenges or opportunities. Documenting these discoveries enriches organizational learning and informs future scaling efforts, preventing the repetition of avoidable mistakes.
Adjusting Strategies Based on Pilot Program Outcomes
Flexibility and adaptation are essential for optimizing approaches based on real-world experience.
Conduct a Thorough Analysis of What Worked and What Didn't
Evaluate all aspects of the pilot implementation. This comprehensive assessment should examine processes, tools, communication, training, and outcomes to identify strengths to build upon and weaknesses to address. Honest evaluation of both successes and failures creates the foundation for improvement.
Identify Necessary Modifications to Processes, Tools, or Communication
Determine specific changes needed based on pilot findings. The World Economic Forum notes that successful organizations "conduct external audits and internal evaluations to identify areas that need further development". These evaluations inform targeted improvements rather than wholesale abandonment of the approach if initial results are mixed.
Test Variations of the Approach to Optimize Results
Experiment with different techniques to find the most effective approaches. This iterative testing helps refine the skills-first implementation before broader rollout. For example, organizations might test different skills assessment methods or use A/B variations in job description language to determine what works best in their specific context.
Involve Pilot Participants in Solution Development
Engage those with direct experience in designing improvements. Participants can provide valuable insights about what worked well and what needs adjustment. Their involvement also increases buy-in for the modified approach and creates champions who can advocate for the refined methods.
Document Best Practices and Lessons Learned for Future Scaling
Create a repository of knowledge to guide broader implementation. This documentation ensures that insights from the pilot inform future efforts and prevent repeating unsuccessful approaches as the initiative expands to new areas of the organization.
Scaling Successful Pilot Initiatives Across the Organization
Thoughtful expansion ensures that early successes translate into broader organizational transformation.
Develop a Phased Implementation Plan for Wider Adoption
Create a structured approach to expansion. After their initial success with accounting positions, the Iowa Auditor of State (AOS) partnered with Opportunity@Work, a nonprofit championing workers Skilled Through Alternative Routes (STARs), to recommend additional positions where bachelor's degree requirements could be removed and identified 28 positions, which included roles in six different job series, where AOS could expand eligibility and improve its talent pipeline. This methodical expansion strategy ensures manageable growth rather than overwhelming the organization with too much change at once.
Adapt Processes Based on Lessons Learned from the Pilot
Refine approaches before broader implementation. The pilot provides valuable insights about what works in your specific organizational context. Incorporating these lessons increases the likelihood of successful scaling by addressing contextual factors that might not have been anticipated in the initial design.
Create Standardized Tools and Resources for Broader Implementation
Develop replicable assets to support consistent application. These might include templates for skills-based job descriptions, interview guides, assessment rubrics, and training materials. Standardization facilitates quality control while accelerating adoption across different departments or functions.
Establish Communities of Practice to Share Knowledge and Best Practices
Foster networks for ongoing learning and improvement. These communities enable practitioners to collectively exchange experiences, solve problems, and continuously refine approaches. They also help sustain momentum as implementation expands by creating support systems for new adopters.
Implement Technology Solutions to Support Scaling
Leverage appropriate tools to enable broader implementation. The World Economic Forum notes that "to enhance skills transparency and visibility, it is crucial to make technology platforms and tools accessible to all employees" and that "lighthouses commonly employ customized or vendor-integrated technology to track skills and identify skill gaps." These technologies become increasingly crucial as skills-first approaches scale beyond what can be managed manually.
Conclusion
Implementing a skills-first approach significantly shifts how organizations attract, develop, and deploy talent. Starting with well-designed pilot programs offers a proven path to successful transformation, allowing organizations to demonstrate value, refine approaches, and build momentum for broader adoption.
The experiences of organizations like Cisco, PwC, and the Iowa Auditor of State demonstrate that skills-first pilots can deliver compelling results when thoughtfully planned and executed. By following the best practices outlined in this article—from strategic selection of pilot areas to careful scaling—organizations can successfully navigate the transition to skills-first management.
As the World Economic Forum notes, "With proven results, many companies find it easier to build energy and momentum toward scaling larger efforts". By starting small, measuring carefully, and scaling strategically, organizations can realize the substantial benefits of skills-first talent management while managing the challenges of organizational change.
The following article in this series will explore best practices for "Leveraging Technology Effectively" in skills-first implementations, examining how digital tools can support and accelerate this critical transformation.
Notes
https://oneten.org/wp-content/uploads/2024/11/OneTen-Case-Study-Cisco.pdf
https://www3.weforum.org/docs/WEF_Putting_Skills_First_2024.pdf
https://www.weforum.org/stories/2024/01/skills-first-6-success-factors-recruiting-developing-talent/
https://ies.ed.gov/rel-appalachia/2025/01/resource-20
https://www.workingnation.com/tear-the-paper-ceiling-iowa/
https://www.accenture.com/us-en/case-studies/consulting/future-skills-pilot-report