Symplicity convened an all-start panel of experts in career services from around the globe to discuss the impact of skills-based hiring on higher education institutions and the recruiting sector. Our global panel included: Niesha Taylor from NACE (US), Alan McAlpine from NAGCAS (Australia), and Martin Edmondson from AGCAS (UK), who all shared their perspectives on how skills-based hiring is transforming the landscape for students and employers alike. Here are some highlights.
- The Transformative Impact of Skills-Based Hiring
Skills-based hiring is increasingly influencing employability and student success. As companies prioritise specific skill sets over traditional degree requirements, students and recent graduates can access a broader range of opportunities. The panelists emphasised that this shift helps address skills gaps in industries and creates more inclusive hiring practices, enabling individuals from diverse educational backgrounds to find pathways into rewarding careers.
As Niesha Taylor observed, “Skills-based hiring opens doors for those who may not have followed a traditional educational path but have gained valuable competencies through different experiences.” This shift not only fills critical skills gaps across industries but also fosters a more inclusive hiring process. Additionally, McAlpine added, “Employers are now looking for talent that can demonstrate real-world skills and problem-solving abilities, not just a degree on paper.”
- Global Trends Shaping Recruitment
Skills-based hiring isn’t just a focus for higher education institutions worldwide, but also for companies and recruiters. While trends and needs may vary, the global movement toward skills-focused hiring is gaining momentum.
- United States: As Taylor explained, “Micro-credentials and certifications are quickly becoming the norm as employers realise the value of verifying specific skill sets.” This development allows candidates to differentiate themselves in a competitive market.
- Australia: McAlpine emphasised the importance of adaptability, noting, “In today’s market, it’s essential for talent to showcase their ability to learn and evolve, which is often more valuable than any specific technical skill.” Employers in Australia are increasingly prioritising flexibility and a commitment to lifelong learning.
- United Kingdom: Edmondson shared that, “Transferable skills like teamwork, communication, and resilience are proving to be as important as technical expertise, as they support long-term success and adaptability in any field.”
- Actionable Insights for Educators and Employers
The panellists offered concrete steps that educators and employers can take to better prepare students for this evolving job market and tap into the skills-based hiring movement:
- For Educators: “Our job is to prepare students to speak confidently about their competencies and to help them translate these skills into career success,” said Edmondson. Integrating skills assessments and practical, industry-aligned training into curricula empowers students to showcase what they can bring to the table.
- For Employers: Taylor recommended, “Redesign your job descriptions to focus on what the candidate can do rather than just where they studied.” By listing specific skills and competencies instead of educational backgrounds, employers can cast a wider net and attract diverse candidates who might not fit traditional molds but bring fresh, valuable perspectives.
Skills-based hiring represents a win-win, empowering educators to focus on holistic development, employers to access a richer talent pool, and students to approach the job market with confidence in their abilities. As McAlpine concluded, “This is the future of recruitment—one that values capability over credentials, and potential over pedigree.”
- What’s in Store for 2025?
As we approach 2025, skills-based hiring is poised to become a dominant force in the recruitment landscape, with employers increasingly prioritising competencies over traditional credentials. "Employers are increasingly valuing specific competencies over traditional degrees, recognising that skills can be acquired through various pathways,” said Taylor. “While many organisations express interest in skills-based hiring, integrating these practices into existing systems requires significant effort and cultural change.” Digital credentials, McAlpine emphasised, will become increasingly important, “digital badges and micro-credentials are becoming essential tools for candidates to showcase their skills in a verifiable manner.” However, the transition isn’t without challenges. Taylor acknowledged, “While many organisations express interest in skills-based hiring, integrating these practices into existing systems requires significant effort and cultural change.”
Research from organisations like the Burning Glass Institute underscores that while many companies have announced efforts to drop degree requirements, sustained adoption of skills-based hiring practices remains inconsistent. The panel concluded that educators and employers must collaborate to bridge gaps—educators by tailoring curricula to focus on skills development, and employers by designing job descriptions that prioritise competencies over formal qualifications. As Edmondson succinctly put it, “This is a collective effort to align education with industry needs and ensure graduates are truly workforce-ready.”
To watch the full webinar, watch our on demand webinar here.
