In case you missed the details regarding this fraud: Skipr published an article yesterday about the government's call to temporarily stop accepting RPL (Recognition of Prior Learning) certificates.
As far as I am concerned, the answer does not lie in more stamps and "paper tigers," but in a fundamental shift toward Skills-Based Organising.
From 'Paper' to 'Proof'
A diploma or RPL certificate is merely a snapshot in time; skills are living things. Instead of relying blindly on a static document, I advocate for a dynamic system utilizing skills passports validated by 360-degree assessments. Let direct colleagues, managers, and even clients provide input on the proficiency level of specific skills.
- Do you have the skill 'Empathy'? Let your team confirm that you master this in practice.
- Are you a star at 'Stakeholder Management'? Let your clients endorse that.
This creates an honest, up-to-date, and 'crowdsourced' view of someone’s capabilities. It makes fraud virtually impossible; you can fake a document, but you cannot fake the daily appreciation of your colleagues.
Skills & Experience: A Golden Duo
Recording skills and experience doesn’t have to be an "either-or" situation; they actually reinforce one another. Imagine: you don’t just register that you’ve worked as a nurse for five years (experience), but you directly link the validated skills you developed during that period and at what proficiency level (skills). This creates a transparent logbook of talent that grows alongside the employee.
Where is the Greatest Gain?
This approach is crucial for sectors where safety and craftsmanship go hand in hand, but where shortages also force a need for creativity:
- Healthcare & Welfare: To combat diploma fraud and to deploy career-switchers more quickly and safely based on what they can already do.
- IT & Tech: Where technology evolves faster than educational programs can keep up. Here, skills are the only true currency.
- Government: For a flexible workforce and a fairer assessment of talent, independent of traditional degree requirements.
Unilever and ING are Leading the Way
We don’t have to reinvent the wheel. Organizations like Unilever and ING are at the forefront. When it comes to internal mobility, Unilever primarily looks at skills instead of job titles, leading to a more productive and happier workforce. VodafoneZiggo has also seen higher quality hires and lower turnover by recruiting based on skills. Let’s stop staring blindly at a 'paper reality' and start building a labor market based on real, validated value.
Take the First Step Today
Do you want to make the transition from 'pieces of paper' to proven skills, but don't know where to start? At ImpactWork, we help organizations make this transition practical and manageable. We have developed an approach that guides you toward a future-proof HR strategy in ten concrete steps. Curious about our method? Download our whitepaper today. '10 steps to a Skills-Based Organisation'.
Personal Advice?
Are you curious where the greatest gains lie for your organization? In a non-binding introductory meeting, we can explore the potential of skills-based working for your specific challenges. Schedule an appointment with Rogier today.
Schedule an appointment with Rogier today.
