Skills-based hiring: A step towards equal employment opportunities

Wall Street Journal columnist Callum Borchers nails it: "It's Too Early to Write Off College Degrees." He writes: "Skills-based hiring was one of the biggest buzzwords of the postpandemic job boom. It dangled the promise of a major shift in white-collar recruiting: Companies would stop fixating on traditional credentials, like college degrees and years of experience, and bring in anyone able to perform the duties of open roles. Today, this egalitarian idea is a fad that is going out of style." Blue-collar workers and trade skills training remain critically important but make up only 27% of the U.S. workforce. "We can’t all be plumbers," he writes. "The majority of us are vying for white-collar jobs and we face a future where qualification standards are intensifying, not relaxing. The Georgetown University Center on Education and the Workforce projects 42% of jobs in 2031 will require at least a B.A. or B.S., up from 35% today." 

What's the state of the #earlycareersjobs market (jobs for professionals who work in early careers - not jobs for early career hires), I hear you cry? Here's my round up for October, but tell me what you're seeing in the comments..... My view: * Fewer global roles around - perhaps reflective of the geo-political climate and a shift towards more localisation? * Demand currently seems to be coming from law & tech although engineering, defence and the built environment are my ones to watch going into 2026 * Volume of roles coming on to the market seems to be slowing a little from earlier in the year * Employers are being very cagey about salary - making it difficult for folks to know if it's the right level for them * Lots of talented and very experienced folks I know in the sector are struggling to even get shortlisted. What's going on there? Is ageism towards over 40s perhaps a factor in the early careers world? As always do share or tag me into early careers roles you see and I will keep on sharing to support the sector and the people in it!

Sometimes the hardest part of my job is challenging how a client sees talent. I had a recent case where the client wanted younger candidates - based on a belief that youth = drive, energy, ambition. But in reality, that kind of thinking limits your talent pool and narrows your chances of hiring the right person. I pushed back. Professionally, but firmly. We showed them what they were missing. And more importantly, what kind of high-performing, experienced candidates they weren’t considering - because of a number on a CV. It wasn’t an easy conversation. But to their credit, they stayed open. We introduced a candidate who didn’t “fit” their initial age expectations - but who had the experience, drive and commercial track record to match exactly what the business needed. Hiring well means hiring beyond bias. And part of our job is to make sure that bias doesn’t get in the way of great decisions.

Job seeker tip(s) of the week. Not rules. Just suggestions. Applying directly to a role, not dead. I spoke with a hiring manager this week that exclusively uses their careers portal to get applicants for their roles. No job boards, no easy apply. They get reviewed, categorized, and decisions made to move to screen, by either himself or a lead. They’re building things the right way, maybe a slower process, but the wheels are still turning. Hiring managers, what “old school” methods do you use that are still effective?

Last week, the CS Recruiting team came together in person for our quarterly Connect + Share meeting. Beyond diving into last quarter’s data, our discussions around today’s job market were truly eye-opening. Let’s be honest...it’s tough out there right now. There are plenty of talented professionals seeking new opportunities, but there are just as many hiring managers struggling to find the right fit. One quote that stuck with me from our meeting was: “Having a lack of candidates is the comparison candidate.” And honestly, it’s true. “Job-hugging” is real, and many professionals are hesitant to make a move because they’re unsure if the grass is greener elsewhere. That’s why, for companies hoping to attract top talent, it’s never been more important to create a standout hiring experience. Here are a few ways to do that: 🤝 First impressions matter. A strong initial connection can leave a lasting impact. ✨ Personalize the interview process. Go beyond the resume and show a genuine interest in who the candidate is. 😎 Showcase what makes your company unique. Whether it’s great benefits, flexible PTO, or even fun perks like a pet-friendly office, highlight what sets your culture apart! In today’s market, how you present your opportunity and culture can make all the difference in keeping candidates engaged and excited. I’d love to hear from others. What’s one thing your company does to stand out to candidates? #HiringTips #Recruiting #JobMarket #CandidateExperience #TalentAcquisition #HiringIn2025

Today’s job market remains a study in contrasts. Some organizations are still reducing headcount, while others continue to hire at a steady pace. For job seekers, this creates a challenging landscape — and for employers, an opportunity to rethink how we evaluate talent. With the high volume of applicants many companies receive, it’s worth asking: 👉 Are we focusing too narrowly on “checking all the boxes”? A candidate’s prior experience may not always include the same systems or applications a company uses — not because they lack capability, but because their former employers relied on different tools. Yet, in nearly every role, professionals adapt to new systems as technology evolves. Skills can be taught. Potential, adaptability, and a willingness to learn are much harder to cultivate. As organizations, we benefit when we look beyond system-specific experience and recognize the transferable skills that drive long-term success. Let’s not overlook strong candidates for differences that can be quickly bridged with training. 💬 How are you balancing experience versus potential in your hiring decisions today? #Hiring #Recruitment #TalentAcquisition #FutureOfWork #Leadership #HumanResources

Why are we filtering out the exact talent we need? The disconnect is a systemic failure: while the industry desperately needs capable defenders, our recruitment landscape is built to screen them out. Who can blame young talent for skipping the corporate pipeline entirely when it demands endless degrees and certifications, perfect CVs, and years of experience for “entry-level roles”? These are hurdles that put off even the most brilliant talent. It's a disservice to a community that is so knowingly curious, creative and neurodivergent to use an employment process so rigidly pitted against them.

🎓 Let’s Talk About the “BSc and 2:1 Only” Requirement As a recruiter, I’ve noticed how often clients say, “We only want candidates with a BSc and a minimum of 2:1.” 🤔 Honestly, I understand it, it’s a quick way to screen large volumes of applicants. But sometimes, it feels like we’re shutting the door 🚪 on really good people just because of grades. I’ve met brilliant professionals with 2:2s, HNDs, or even non-traditional backgrounds who outperform those with “perfect” academic records. 💪🎯 They’re driven, skilled, and adaptable, yet the system often filters them out before they even get a chance. Yes, a 2:1 can show consistency and discipline 📘, but it shouldn’t define capability or potential. The world of work has evolved. Results, Creativity, and Attitude now matter just as much (if not more). 🌟 It’s time employers rethink strict academic cutoffs and give room for others to prove their worth. Great talent doesn’t always fit into neat categories. 💼🌍✨ #RecruitersPerspective #Hiring #TalentAcquisition #DiversityAndInclusion #FutureOfWork #CareerGrowth #SkillsOverGrades #HRCommunity #Recruitment #PeopleMatter

I have worked with a few small to medium IT services companies over the past 20 years or so. I have seen consistently that young technical people from Tier II, III cities or from "lesser" colleges perform very well. They are professional and skilled. What is more, they are humble about it. Many years back, however, I worked in a company in which we tried to do this exact thing - find candidates for entry level IT positions from Tier II cities/colleges. This effort was massive - our initial pool was around some 1300 candidates. After multiple rounds of filtering, we ended up with ONE hire! Everyone else was rejected as sub-par. This result became touted within the company a lot as an example of how bad the talent pool was. At present, thinking back about this, I am convinced that we had a flawed process that must have been to blame for such a poor yield. I realized this because I constantly meet talented people from such demographic pools in the IT industry. Designing a hiring process for inclusivity may have helped us realize better results.

When you're uncertain about a candidate's fit, consider a trial period. Hiring one or more promising candidates on a 1-3 month trial basis allows for assessment of their abilities in a real-world context. This approach provides a structured way to evaluate performance and determine if they can meet the job's demands. Extending the trial, if needed, offers flexibility. Transparency is key: ensure the candidate understands the short-term nature and the contingency on performance. tim #bgreen🌏🇨🇦🍁 P.S. Watch : Secrets to Hiring the Best Employees Revealed! :-) https://lnkd.in/gqe_9_gN #HiringTips #Recruiting #TalentAcquisition #HumanResources 75