What to Expect with Skills-Based Hiring

I’ll never forget my first year in recruiting. I had no background in production or distribution, yet I was responsible for hiring talent in those fields. My “training” consisted of watching an old VHS tape in the back of the staffing office—great for interview tips, but not exactly a deep dive into the actual skills needed for the job. So, I learned the hard way. I talked to candidates, toured workplaces, and observed the roles firsthand. But the real aha moment came when I sat down with a production manager to review candidates. Halfway through, he stopped me and said: "Jessica, you’ll never find someone with this exact experience in San Jose. It doesn’t exist. What I need is someone who has a craft hobby or likes to wrench on their car—someone who enjoys working with their hands and problem-solving. I can teach them the rest." That conversation changed the way I think about hiring—forever. It made me realize that hiring based purely on past job titles or industry experience is a huge limitation. Why Skills-Based Hiring Matters More Than Ever Traditional hiring—relying on degrees, years of experience, and job titles—creates unnecessary bottlenecks. It’s a model that is quickly becoming outdated because: 🔹 Skills evolve faster than job descriptions 🔹 Non-traditional paths produce top-tier talent 🔹 Rigid credential requirements exclude high-potential candidates 🔹 Overlooking skills-based talent reduces diversity and innovation According to a 2023 McKinsey report, 87% of organizations either have skill gaps today or expect them in the near future. If companies don’t shift toward a skills-first mindset, they risk falling behind. How to Implement Skills-Based Hiring ✅ Look Beyond the Résumé – Like that production manager, recognize that a candidate’s hobbies, past projects, and work history might indicate strong, transferable skills. Ask: What projects have they worked on outside of work? How have they adapted to new tools or technology? ✅ Use Competency Testing and Behavioral Evaluations Competency testing and behavioral interviews can help assess a candidate’s skills more effectively than a résumé alone. Practical assessments: Real-world tests where candidates complete a task relevant to the role. Behavioral interview questions: Instead of asking about general work history, ask: "Give me an example of a time you had to solve a complex problem with limited resources." "How did you stay engaged and ensure quality results?" ✅ Evaluate Longevity in Projects and Roles Rather than focusing solely on job titles, assess: Have they shown commitment and follow-through in past work or personal projects? Do they take on complex challenges and see them through? Have they demonstrated adaptability in different work environments? How has skills-based hiring impacted your team or organization? Have you uncovered great talent by looking beyond traditional requirements? Share your experiences in the comments! 👇

Resumes Are Dying Here’s What’s Replacing Them Employers now demand more than a one‑page summary. They want proof, not promises. Here’s what’s replacing traditional resumes - and why it matters 1. 𝗦𝗸𝗶𝗹𝗹‑𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀 & 𝗿𝗲𝗮𝗹 𝘄𝗼𝗿𝗸 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 * Recruiters rely on real tasks - not bullet‑point claims. * Platforms like HackerRank and Codility test your actual abilities * Many firms assign project‑based tasks mirroring the job at hand . 2. 𝗘𝘃𝗶𝗱𝗲𝗻𝗰𝗲‑𝗯𝗮𝘀𝗲𝗱 𝗵𝗶𝗿𝗶𝗻𝗴 * Companies are skipping resumes and jumping straight into proof. * Asynchronous video interviews, work samples, simulations - these show real potential * Employers trust these methods more than keyword‑filled resumes. 3. 𝗩𝗶𝗱𝗲𝗼 𝗽𝗿𝗼𝗳𝗶𝗹𝗲𝘀 & 𝗱𝘆𝗻𝗮𝗺𝗶𝗰 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 * Creating short video answers to highlight your skills & personality. * LinkedIn, TikTok, YouTube supporting pro-level content. * Videos make you stand out - academics show a faster, stronger connection than static resumes. 4. 𝗢𝗻𝗹𝗶𝗻𝗲 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼𝘀 & 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 * Portfolios, GitHub, Behance: Show your projects live. * LinkedIn now more about your ‘brand’ - thoughts, impact, community engagement. * Employers search for real contributions - not just formats. 5. 𝗔𝗜‑𝗱𝗿𝗶𝘃𝗲𝗻 𝗺𝗮𝘁𝗰𝗵 𝗲𝗻𝗴𝗶𝗻𝗲𝘀 * Tools like Pymetrics, Plum, and ATS powered by AI go deeper than keywords. * They analyze behaviors, cognitive traits, and match culture fit - not just credentials. 𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗳𝗼𝗿 𝘆𝗼𝘂: * 𝗠𝗼𝗿𝗲 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: Skills based > titles. * 𝗕𝗲𝘁𝘁𝗲𝗿 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Stand out with real work, not polished resumes. * 𝗙𝘂𝘁𝘂𝗿𝗲-𝗿𝗲𝗮𝗱𝘆: Video, portfolios, AI - the next-gen job search. 𝗪𝗵𝗮𝘁 𝗬𝗢𝗨 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗱𝗼: 1. Build strong digital presence (LinkedIn, GitHub, Behance) → Shows real work, thought leadership 2. Create video profiles → Share your story, personality, communication skills 3. Practice project-based challenges → Get comfortable demonstrating real skills  4. Prepare for AI-based tools→ Optimize keywords, storytelling, context - not buzzwords 𝗕𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲: → 𝗥𝗲𝘀𝘂𝗺𝗲𝘀 𝗮𝗿𝗲 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗿𝗲𝗹𝗶𝗰𝘀. → 𝗣𝗿𝗼𝗼𝗳 > 𝗽𝗿𝗲𝘀𝘁𝗶𝗴𝗲. → 𝗩𝗶𝗱𝗲𝗼 + 𝘀𝗸𝗶𝗹𝗹𝘀 + 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗳𝗼𝗼𝘁𝗽𝗿𝗶𝗻𝘁 = 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗷𝗼𝗯. It’s time to reshape hiring - and your career approach accordingly. Save 💾 ➞ React 👍 ➞ Share ♻️ Follow Alok Kumar for content like this

Don’t say you believe in skills-based hiring and then build a process that runs on vibes. Not a quick coffee chat. Not a polished story. Not a good feeling. Real skills. In real context. Here’s how you make that happen: 1. Design a Skills Stage That Mirrors the Work Infra or dev? Give them a scoped technical scenario, not a HackerRank riddle. Customer support? Present a real inbound message and ask how they’d respond. Marketing? Have them break down a real campaign and propose what they’d do differently. If the task doesn’t reflect the actual work, don’t expect meaningful signal. 2. Use a Rubric Set criteria before the first interview. Define what “good” looks like with the hiring team. Don’t rely on gut feel or vague impressions. Same inputs. Same standard. Less bias. Better outcomes. 3. Score First. Debrief Later. Collect written feedback before the group discussion. No side comments. No “what did you think?” Just scores. Then talk. This is how you stay grounded in evidence—not consensus. The purpose of a skills-based stage isn’t just fairness. It’s clarity. Precision. Confidence that the person you’re hiring can actually do the job. It’s how you avoid false positives from flashy interviews. And how you stop missing great people who don’t fit the mold. You don’t need more resumes. You need better signal. What’s working in your process right now to actually test for skill? Let’s compare notes.

The news coverage yesterday was about another series of layoffs. The 2025 nonprofit hiring landscape is shifting under our feet. Things feel slower than expected, especially in this moment of resistance. But changes are underway. Here’s what I’m seeing, and how resilient orgs are adapting: 📉 1. Funding Cuts Are Real, But So Is the Need for Talent Budgets are tightening, especially across social services, housing, and education. But hiring hasn’t stopped. Instead, orgs are adapting: ✅ Fewer full-time hires ✅ Smarter use of part-time roles, fellowships, and cross-trained teams ✅ Leaner org charts—but more intentional staffing And yes—hiring is happening in communities under attack. Trans and immigrant rights orgs are staffing up. 🧠 2. Wellness & DEI Stay At The Forefront When salary can’t lead, culture has to. Candidates are often looking for: ✅ Four-day workweeks ✅ Sabbaticals & wellness stipends ✅ Remote/hybrid options Burnout is not a strategy. People want to work in places that live their values—and they’re asking tough questions in interviews to find out. 🔥 3. Skills-Based Hiring Isn’t Optional Degrees and titles are giving way to community-based expertise and impact-driven skills. Whether it’s outreach, grant writing, or program work, orgs are leaning into people who can do the work, not just talk about it. Hiring managers: Can this role be filled by someone with deep community ties but a nontraditional resume? Probably. That might be exactly what your mission needs. Consider: ✅ Auditing job postings for degree inflation ✅ Valuing lived experience alongside credentials ✅ Using hiring panels that reflect your community 🧨 4. It’s Quiet on Some Fronts Hiring feels slower, especially in grassroots organizing and climate spaces. But, foundations are staffing up (shoutout to Freedom Together and others), and conversations for senior roles are being scoped for 2026. ✅ For job seekers: I hear a lot of “I’ve applied to X jobs and heard back from Z.” This moment requires networking, not just applications. Ask: Who have I talked to this week? What relationships am I building? That’s what moves your candidacy forward during slow seasons. 💡 5. People = Impact Investing in staff isn’t a luxury—it’s the strategy. The organizations thriving in 2025 are: 🌱 Prioritizing wellbeing and flexibility 🌱 Thinking beyond traditional credentials 🌱 Auditing hiring for equity and transparency 🌱 Aligning people strategy with mission impact — Just wanted to share what I’ve seen firsthand on how hiring trends are evolving. Some groups are shrinking. Some are innovating. And some, especially those on the frontlines, are growing – quietly and urgently. 📣 What are you seeing? Are you hiring? Searching? Adapting? Let’s share insights and keep learning together. #NonprofitHiring #HiringTrends2025 #PeoplePower #MovementJobs #MissionDrivenWork 

🚨 The Job Market Is Changing—Here’s What Candidates Need to Know in 2025 The hiring landscape in 2025 looks different than it did even a year ago. If you're on the job hunt—or thinking about it—here’s what you need to know to stay competitive and confident: 1. AI Isn't Replacing You—But It's Reshaping Roles Employers are prioritizing candidates who can work alongside AI, not fear it. Upskilling in tools like ChatGPT, Notion AI, or industry-specific platforms isn’t optional—it’s expected. 2. Skills > Titles More companies are hiring based on capabilities, not just job history. Can you solve problems? Lead cross-functional teams? Work autonomously? Highlight those. 3. Hiring Is Slower (and More Selective) Budgets are tighter and hiring teams are more cautious. That means fewer roles—but better alignment when you do get in the door. Focus on fit, not volume. 4. Personal Brand Matters Your online presence is your first interview. Keep your LinkedIn active. Share insights. Comment thoughtfully. Be someone people want to reach out to. 5. Relationships > Resumes Referrals and warm intros are gold. Networking is no longer optional—it’s a strategic advantage. Reconnect with past colleagues, mentors, and peers. 🔑 Bottom line: 2025 isn’t about mass applications. It’s about intentional moves, visible value, and leaning into what makes you uniquely valuable. The job market isn’t broken—it’s just evolving. Are you evolving with it? #JobSearch2025 #CareerAdvice #FutureOfWork #HiringTrends #LinkedInTips #AIandWork #JobMarket #ProfessionalGrowth

The future of hiring is increasingly moving from degrees to skills. The latest data on recruiters' search behavior across OECD countries reveals a striking trend: skills are king (chart from LinkedIn's economic graph report). As shown in the chart, countries like Costa Rica, Colombia, and Lithuania lead with over 25% of searches filtering by skills alone, highlighting a global shift toward competency-based hiring. This evolution signals a pivotal moment for talent acquisition. Traditional degree-centric models are fading as employers prioritize practical skills, especially in a post-pandemic world where adaptability and expertise trump credentials. Hungary stands out with a unique spike in combined searches (skills + degree), suggesting a hybrid strategy that could set a new standard. The takeaway is clear: invest in skills assessment tools and reskilling programs to stay competitive. The future of work isn’t about where candidates studied, it’s about what they can do. #TalentAcquisition #FutureOfWork #SkillsBasedHiring #HRInnovation #management #leadership

Recruiting, hiring, and retaining top college graduates requires a shift in focus—away from traditional credential screening and toward proven skills. Recruiting in the past was anchored in GPA, academic major, and other characteristics. But, that’s changing. According to our Job Outlook 2025, nearly two-thirds of employers now use some form of skills-based hiring for entry-level roles, and more than 60% say they rely on it most or all of the time. While definitions and understanding of what skills-based hiring means varies amongst employers, they do tell us that they are applying this approach most frequently during interviews, followed by screening, and then sourcing. While a résumé might open the door, it’s a candidate’s ability to demonstrate competencies like critical thinking, communication, and collaboration that often seals the deal. For students, this evolution in hiring presents a powerful opportunity. By recognizing the skills they’ve developed in college—through coursework, campus involvement, and real-world experiences—and learning how to communicate those strengths confidently, they’re better equipped to stand out in a competitive market. Skills-first hiring is more than a trend. It’s a strategic evolution—and one that promises real gains for both employers and emerging talent. Learn more here: https://lnkd.in/gBMJ3NnW National Association of Colleges and Employers

Skills-based Talent Practices. This new 49-page toolkit provides insights for implementing skills-based practices in an organization. It's by the World Economic Forum and has 3 sections: 1. Identify strategic priorities skill-approaches can solve 2. Assess and define the skills needed 3. Sustain a skills-first culture with effective governance While there are several insights in the report: Page 17 covers skills-based hiring practices: ↳ Assessing for skills using different methods ↳ Establishing skills proficiency standards ↳ Integrating skills into job descriptions Regarding the impact of skills-based hiring: → A recent study showed a limited 3.5 percentage points increase in hiring workers without a degree after removing the requirement from job descriptions. → However, leading organizations saw nearly a 20% improvement by fostering a culture that supports skills-based hiring. This reinforces that effective skills-based practices require more than rhetoric and technology; they demand cultural and mindset shifts to be truly impactful. The WEF toolkit and study are both in the comments. 💡What's one insight from the toolkit that was helpful? ♻️ Repost to help others with skills-based practices 🔔 Follow Brian Heger for more #hr #skills  

Time for a conversation... Skills-based is the recognition that career preparation and development can come in different modalities, and over the entirety of a lifetime. It is not skills versus degrees, but instead the building of a data supported language that crosses all forms of learning, employment, and service. It’s the recognition that the workforce of tomorrow is expecting on-demand, personalized experiences, which we can expect to go beyond their buying patterns to include how they spend their time in and out of work. The value of skills-based is all about the data: deeper, richer, machine-readable data sets at the micro and macro levels. Data that allows for the matching of an expanded talent pool (internal and external) to the right opportunity at the right time. Data that brings trusted visibility to gaps in workforce capabilities at the individual, employer, and community level. Data that is both readable by people and technology and goes deeper than what school a candidate attended and for how long. Building a skills-based workforce system is the recognition that a data informed talent structure comes with both a need for transformation in people practices and tech enablement. It builds a path to enable talent decision makers to leverage data in decision making, while also assuring data flows with candidates into the company and throughout their experience; truly powering pathways that are less and less linear. For this to be possible, scalable, each employer must take their own journey, with buy in from across the company, as this is not an HR problem, but instead an opportunity for the company. Additionally, to see this system truly maximized, it will take transformation across all ecosystems, which is where external engagement beyond internal implementation will be key.  

Will CVs Soon Be a Thing of the Past? The hiring landscape is undergoing a profound shift, and it's all about skills-based assessments. A recent survey by CodinGame and CoderPad reveals that over half of recruiters are ready to bid farewell to traditional CVs in favor of more practical approaches. Here's the scoop on the evolving world of talent acquisition: 📝 Ditching CVs for Diversity: Recruiters are becoming increasingly aware of the limitations of CVs in spotting true talent. They believe that removing CVs from the hiring equation can broaden the talent pool and promote diversity. In an industry where bias is a concern, this shift could be a game-changer. 📝 Skills-Based Assessments: The appeal of skills-based assessments lies in their ability to eliminate bias. Recruiters can evaluate candidates purely on their performance, free from any CV-influenced judgments. It's a fairer, more objective approach to identifying the best fit for roles. 📝 The Rise of Non-Traditional Paths: As technology jobs shift toward platform-based roles, formal qualifications are no longer the sole ticket to a tech career. Employers are increasingly valuing skills, opening doors for those without traditional academic backgrounds. The demand for tech talent is soaring, and unconventional journeys are welcomed. While this shift towards skills-based hiring is gaining momentum, some still hold onto CVs. It's a mixed bag, with 30% open to eliminating CVs, 27% considering it, and 34% sticking with the status quo. Old habits die hard. Interview processes are also evolving, with a shift towards job-relevant questions and collaborative, problem-solving experiences. The goal? To match candidates with roles more effectively and avoid costly hiring mistakes. What are your thoughts on this shift in the hiring landscape? Are you ready to bid adieu to CVs and accept skills-based assessments? Share your insights in the comments below!