Skills-first hiring gets support, but barriers to implementation persist
Skills-first hiring is gaining momentum in workplaces across the world, but hiring managers are asking for more training as challenges emerge during the implementation of the recruitment approach.
Skills-first hiring refers to a hiring modality where talent is picked based on skills and capacities, not where they acquired them, according to Indeed.
The approach has been sold to employers as an alternative to résumé-focused hiring, which can reject candidates for certain roles despite being a good fit because of their academic or professional background.
Challenges of skills-first hiring
Globally, 85% of companies are already using skills-based hiring in 2025, according to TestGorilla. This is an increase from the 81% in 2024 and 73% in 2023.
Implementation, however, remains uneven. Data from non-profit group OneTen revealed just about a third of organisations implementing skills-first hiring are applying it consistently across teams.
They also point out challenges when it comes to the approach, such as resistance from leadership (24%) and lack of internal resources and expertise (21%).
Hiring managers are also claiming that it is difficult to assess skills directly (40%) and that skill requirements in job descriptions remain unclear (30%).
"Belief in skills-first hiring is stronger than ever. However, sustainability and execution remain barriers to success," said Debbie Dyson, CEO of OneTen.
Addressing skills-first hiring challenges
Overcoming these challenges in skills-first hiring would require formal training, according to OneTen.
Just half of hiring managers said they received skills-first training, despite 70% saying they want support, especially on defining and assessing skills.
Leadership support is also important, the non-profit group added, stressing that leaders and hiring managers need to be aligned around a clear business case and on modernising jobs, job descriptions, systems and assessments to focus on skills.
"Our research shows that when leaders are aligned around a skills-first strategy, organisations are better positioned to transform their talent pipelines, strengthen retention, and drive stronger business performance," Dyson said.
Esther Boffey, talent development manager at Stanton House, suggested investment in skills-based assessment tools.
"Use simulations, case studies, and skills-based screening methods to evaluate talent more equitably," Boffey said on LinkedIn.
Skills data should also be treated like any other core infrastructure, according to Boffey.
"Build a consistent skills taxonomy, assess your existing talent base, and connect your workforce capabilities to your evolving business needs," the expert added.
Boffey further underscored that skills-first hiring is not just a tweak in the hiring process.
"It's a strategic transformation that requires a shared vision, embedding a culture that values adaptability over pedigree and investment in tools that map and manage skills," she said.
