Recognizing the Rewards of Skills-Based Hiring

Recently, my long-term executive assistant notified me that she was retiring and relocating to another state to be close to family. She is literally my “right arm” at the office and works diligently to serve our many committees and boards across Northern Arizona. We are a well-oiled machine, and together, we accomplished much success.

I started the search for her replacement and a finance position almost eight weeks ago. The pay for this executive position is above the average wage for Yavapai County and includes 100% paid benefits. The first few weeks, there were no applicants – followed by a flood of individuals who applied but did not meet minimum requirements. I’m a believer of skills-based hiring, but applicants do need to demonstrate applicable skill sets to be selected for an interview.

Finally, three applicants to interview! Two were rather new to the area – two years or less. All interviewed well and demonstrated transferrable skill sets. As we moved forward with job offers, we found the need for flexibility to go beyond what a public service agency could offer.

One individual requested a minimum of $36 per hour and noted a few acceptance requirements – she could not begin work until after 8 a.m. and must end the day just before 4 p.m. The position is an exempt position with hours between 8 a.m. and 5 p.m., as we are open to the public during these hours.

Another applicant was probably over-qualified and had five other interviews the same week she interviewed with us. While we felt we moved swiftly, at the time of hire, she had accepted another offer.

Applicant No. 3 was well-qualified and has been a top contender for the position – an offer is pending. In the meantime, two other well-qualified individuals have applied, and we are considering interviews to fill positions.

The moral of this story is:

• Always cross-train your team. I am fortunate to have others to fill in the gaps.
• Be flexible. My current executive assistant is working remotely to assist in keeping operations moving.
• Be patient. The applicants are out there. While the process may take longer to identify the right candidate, they are out there.
• Consider skills-based hiring. Offer a training program to help individuals develop skill sets, be open to change and hire with conscientiousness, leaving yourself sensitive to the ever-changing labor market – go with the flow!

Yavapai County’s unemployment rate continues to be low; currently at 2.7% (compared to 3.5% in the U.S. and 4.0% in Arizona). But, incumbent workers are on the move. Applicants are reaching for advancement opportunities. We advertise our positions on social media, our websites, publications and via word-of-mouth, which continues to be the best recruiter.

Good luck in your search, and reach out for assistance as needed – 928-778-1422. QCBN

By Teri Drew

Teri Drew is the Executive Director of the Yavapai County Workforce Development Board.