Breaking Bias: Skills-First Hiring for Inclusion with Kathryn Marie
In a recent episode of the Hiring Excellence Podcast, Johnny Campbell, CEO of SocialTalent, had the opportunity to speak with Kathryn Marie, founder of Broad Careers, about a groundbreaking approach to recruitment—skills-first hiring. Kathryn, who hails from Melbourne, Australia, has made it her mission to help organizations shift their focus from traditional qualifications to a candidate’s innate abilities. This method not only expands the talent pool but also fosters greater inclusion in industries that have long struggled with diversity, such as tech.
Timestamps:
00:00 Introduction to Team Diversity in Hiring
01:37 Kathryn’s Journey and Passion for Skills-Based Hiring
02:37 Challenges and Solutions in Skills-Based Hiring
06:29 Framework and Science Behind Skills-Based Hiring
08:10 Defining Skills-Based Hiring
14:55 AI in Skills-Based Hiring
27:51 Real-World Applications and Success Stories
33:09 Call to Action and Conclusion
Also available on: LinkedIn, Spotify, and Apple Podcasts!
Key Takeaways
1. The Power of Skills-First Hiring
Kathryn’s journey into the world of recruitment started with a challenge: how to get more women into male-dominated industries. Drawing on her experience in tech and her background in education, Kathryn realized that the standard hiring process wasn’t working for many women, especially those returning to work after a career break. “Women weren’t applying for roles, not because they couldn’t do the job, but because they didn’t see themselves as a fit,” Kathryn explained. This observation led her to create Broad Careers, a skills-first hiring platform designed to match candidates with roles based on their natural strengths rather than their work history.
The skills-first approach focuses on abilities such as creativity, problem-solving, and communication—qualities that are often overlooked when resumes and job titles are the primary hiring criteria. Kathryn emphasizes that while technical skills can be taught, these innate abilities are harder to cultivate and are often the key to long-term success in a role. “Skills can be developed, but a person’s innate attributes are what make them thrive,” she says.
2. Moving Beyond Traditional Resumes
One of the most compelling aspects of skills-first hiring is its ability to uncover hidden talent. Kathryn shared how traditional resumes often exclude capable candidates, particularly those who have taken career breaks or who don’t have the standard qualifications typically required for a role. This is especially relevant for women returning to the workforce, who may downplay their abilities because they lack recent job experience.
Broad Careers addresses this by asking open-ended questions that allow candidates to showcase their strengths in a more authentic way. Rather than focusing on years of experience or specific qualifications, the platform encourages candidates to reflect on how they approach everyday tasks and challenges. “How do you communicate with others? How do you organize your day? These are the skills employers truly need,” Kathryn notes. By allowing candidates to describe their abilities in this way, Broad Careers helps employers see the full picture of what a candidate can offer.
3. The Role of AI in Skills-First Hiring
In the discussion, Kathryn also touched on how AI can be leveraged in the hiring process—but with caution. While AI can help match candidates with roles based on their skills, it can also perpetuate biases if not implemented thoughtfully. Many AI systems are trained on biased data, which means they can reinforce existing inequalities in the recruitment process.
Kathryn’s solution is different. Broad Careers uses AI to analyze open-text responses rather than relying on multiple-choice questionnaires or rigid algorithms. This approach allows for a more nuanced understanding of each candidate’s strengths and helps match them to roles that suit their natural abilities, rather than relying on generic job descriptions. “AI can help, but it has to be used in a human-centered way. It’s not about ticking boxes, it’s about understanding the person,” Kathryn says.
4. Opening Up a Broader Talent Pool
Kathryn’s work isn’t just about improving hiring processes for individual companies—it’s about creating opportunities for underrepresented groups, including women, neurodiverse individuals, and those with disabilities. Through partnerships with nonprofit organizations, Broad Careers helps connect these often-overlooked candidates with businesses that are eager to improve their diversity.
“Many companies are searching for this talent, but those candidates aren’t applying because they don’t think they meet the requirements,” Kathryn explains. By focusing on skills-first hiring, businesses can access a wider talent pool and bring more diverse perspectives into their teams.
Conclusion
Kathryn Marie’s skills-first hiring model offers a fresh perspective on recruiting, one that emphasizes inclusivity and natural abilities over traditional qualifications. By helping organizations recognize the potential in every candidate, this approach not only opens doors for underrepresented groups but also ensures that businesses are hiring people with the right strengths to succeed.
If you’re looking to improve your hiring practices, especially when it comes to building a more diverse and inclusive workforce, skills-first hiring may be the key. To learn more about Kathryn’s work or to start implementing skills-based hiring in your own organization, listen to the full episode of Hiring Excellence and explore the potential of Broad Careers.