Skill Based Hiring Transformation Impact On Talent Acquisition And Internal Mobility

Abstract

The role of recruitment transformation based on skills in internal mobility and acquisition of talents is addressed in an Indian organization in this study. The approach used in data collection was the mixed methods approach, in which 105 respondents were selected from different sectors like IT/ITeS, manufacturing, services, and education. According to the qualitative interviews where the contextual information was obtained, the quantitative analysis involved regressions, correlation, descriptive statistics, and the hypothesis test. The reliability analysis was applied to test the measurement scales to ensure that the measurement scales had strong internal consistency. The findings showed that the level of awareness and use of skill-based frameworks had better outcomes when compared to recruitment ones, i.e., diversity, retention, and quality of hiring. Essentially, the workers who had competency-based structures claimed to be more willing to advance their careers and be upskilled to improve the internal mobility. Organizational support was proven to have strategic value through the regression process, which indicated that the organizational support mediated the relationship between skill-based recruiting and the results of the employees. Skill-based recruiting, as the results of the research indicate, is a disruptive recruiting strategy that fuels both mobility and acquisition to place the companies in a scenario whereby they are able to generate flexible workforces that are capable of working in the future. Addressing the deficiencies in the local studies, the findings will be useful in the process of scholarly discussion, and there are certain recommendations that may be of use to the HR directors who are willing to introduce the skill-based frameworks as a component of recruiting and career advancement strategies.