How To Get Started With Skills-Based Hiring
Karl Montgomery • February 3, 2025
Picture this: two candidates apply for the same job. One has a degree from a top university but little hands-on experience. The other has no formal qualifications but has spent years honing the exact skills needed for the role. Who should get the job? If your hiring process is stuck in the past, you might overlook the second candidate entirely. Skills-based hiring is changing that—and it’s transforming the way companies find the best talent.
What is Skills-Based Hiring?
Skills-based hiring focuses on a candidate’s practical abilities rather than just their qualifications or job history. Instead of filtering candidates based on degrees or previous job titles, this approach evaluates their competencies through skills assessments, work samples, and real-world problem-solving.
Why Should You Consider Skills-Based Hiring?
The benefits of skills-based hiring extend beyond simply filling roles:
- Broadens your talent pool – You’ll attract candidates who might not meet traditional requirements but possess the necessary skills.
- Improves job performance – Hiring based on proven skills rather than credentials leads to better productivity and engagement.
- Reduces bias – It creates a more level playing field by focusing on what a candidate can do rather than where they studied or worked.
- Speeds up hiring – By prioritising relevant skills, you avoid the time-consuming process of filtering through countless unqualified applications.
How to Implement Skills-Based Hiring in Your Organisation
1. Redefine Your Job Descriptions
Traditional job descriptions often include rigid degree requirements and years of experience. Instead, focus on outlining the core skills and competencies needed for success in the role.
2. Use Skills Assessments
Replace or supplement CV reviews with practical tests. These could be coding challenges for developers, writing assignments for content roles, or problem-solving exercises for leadership positions.
3. Update Your Interview Process
Move away from generic interview questions and design your process to assess practical application of skills. Use structured interviews, where every candidate answers the same competency-based questions, and include real-world tasks or case studies.
4. Leverage Technology
Applicant tracking systems (ATS) with AI-powered skills matching can help identify candidates who align with your needs. Platforms like Workday Skills Cloud and LinkedIn Skills Assessments enable recruiters to assess candidates beyond their CVs.
5. Train Hiring Managers
Many hiring managers are used to assessing candidates based on traditional qualifications. Provide training on how to evaluate candidates using skills-first criteria and how to conduct skills-based interviews.
6. Pilot, Measure, and Adjust
Start small—implement skills-based hiring for a specific role and track the results. Measure key metrics such as time-to-hire, job performance, and employee retention. Use these insights to refine your approach before expanding it across your organisation.
Final Thoughts
Skills-based hiring isn’t just a trend; it’s a shift towards smarter, fairer, and more effective hiring. By focusing on what candidates can actually do rather than what’s on their CV, businesses can unlock hidden talent and build stronger teams. If you’re looking to future-proof your hiring strategy, now’s the time to start making the switch.
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