Competence-based matching provides an interesting answer to the significant increase in bottleneck vacancies. PES want to offer opportunities to unqualified young jobseekers (NEETs: not in employment, education, or training), to young people whose diploma does not offer a good connection to the labor market, to refugees without a recognized diploma, and to people aged 55+, whose acquired competences are more important than their outdated diplomas. There is pressure from both the demand and the supply side to substitute diploma- and profession-centered matching with a broader, more modern matching system.
Competence-based matching is the best alternative. On the one side the system doesn’t exclude diplomas, because they are an attestation of acquired competences. But on the other, the system also allows for including prior/elsewhere/otherwise acquired competences in the matching process. In addition, because competence-based matching allows for fine-grained mapping of possible competence gaps, it is a better guide for (re)orienting jobseekers and allows for a more effective specification of training needs.
Find out more in this free chapter of Managing Workforce Potential:
Compentence-Based Matching – The Holy Grail? by VDAB CEO Fons Leroy