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Supporting all this effort, the testing market is large and fragmented. Sales leaders may ask candidates to “sell them something” – and of course Southwest Airlines asks their flight attendants to “tell a joke” to assess their sense of humor. I used to ask research analyst candidates to prepare and give presentations before we hired them.

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Companies give software engineers coding problems, quizzes, and oral interviews to understand their level of understanding. In most companies skills assessment in hiring is a daunting challenge. These tend to measure very specific skills, and they are heavily biased by the developer of the test and his or her perspective on “what capabilities are needed” to solve a given problem. There are what we call “ high-stakes testing” (like the SAT), where you sit down, take a test, and either pass or fail. In the case of technical skills, there are a wide variety of ways to assess and measure skills. We believe (perhaps incorrectly) that people who graduate from college can think, write, study, and solve certain problems. The reason recruiters hire people based on their college degree is that college pedigree is supposedly a surrogate for skills.

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Someone has to decide “how to measure a skill,” and today this exercise is left to a set of for-profit skills assessment companies, some professional associations, and corporate recruiting and hiring managers. If you want to validate your skills in Microsoft Excel, for example, should you test your ability to create a spreadsheet? Design a pivot table? Develop a compelling chart? Or rather your skill in modeling a problem, statistically analyzing data, or perhaps cleaning-up a big messy spreadsheet? That said, the problem of “assessing skills” is complex and problematic. In fact, the latest research by MIT clearly points out that income inequality in the United States is directly related to the “underskilled” workforce, which has fallen behind in this new age of automation, AI, and robotics. More than 40% of CEOs believe this is their number one issue, and study after study now show (MIT, IBM, more) that constant reskilling is the key to a prosperous future. Hundreds of studies have now shown that “reskilling” and “upskilling” is the key to career and organizational success. The Important Role of Skills and Complexity of Assessment

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Plus 89% of hiring managers now validate skills before hiring, regardless of degree!) (Note LinkedIn also released research pointing out that 69% of professionals believe verified skills are more important than a college degree. While the initial offering is not designed for big companies to use across their entire workforce, I believe this announcement is very disruptive and has the potential to impact the entire HR marketplace.

This week LinkedIn introduced an important new offering, t he availability of adaptive skill assessments for more than 50 “skills” in technology and other software applications.

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