If you’ve been conducting a job search in today’s competitive market, you’ve likely heard the term skills-based hiring.
This new method of hiring has caught many professionals off guard. Why? For more than 20 years, employers have placed a big focus on formal education in the form of advanced degrees and certifications.
Skills-based hiring takes priority away from the traditional form of education. It relies on a candidate’s abilities and social proof that they are suited to the job.
Whether you see this as good news or bad news, you need to be prepared.
In this article, you’ll learn the ins and outs of skills-based hiring, including comments from industry experts. Then learn how you can create a skills-based resume, and we’ll consider the future of this new hiring strategy.
What Is Skills-Based Hiring?
Skills-based hiring is about hiring people based on their abilities, not just their education or number of years in the workforce. Instead of filtering candidates by degrees, job titles, or past experience, companies are focusing on real-world skills, the ones that really matter for job success.
This approach helps close skills gaps, brings in top talent, and creates a more inclusive hiring process. It doesn’t shut out great candidates just because they took a non-traditional path to gain their expertise.
Hiring has long been stuck in a cycle of “you need experience to get the job, but you need the job to get experience”. That system doesn’t work anymore.
Skills-based hiring shifts the focus to competency-based evaluations. This is where employers use skills assessments, portfolios, and job simulations to see if someone can actually do the work.
By now, you’re probably wondering, is this a good or bad thing? Of course, it depends on where your skills stand personally, but most professionals will agree that this shift is a game-changer for both job seekers and companies.
Why? It levels the playing field, making opportunities more accessible while helping employers fill roles faster with skilled workers who can hit the ground running.
Plus, with industries evolving at lightning speed, companies need in-demand skills, not just degrees.
Why Do Some Recruiters Prefer Skills-Based Hiring?
In a conversation with Stephen Chu, Chief Legal & Administrative Officer at InStride, he explained why skills-based hiring is preferred today.
“To drive real change, companies must build a skills taxonomy to identify core competencies, align hiring managers on skills criteria, and update recruitment metrics accordingly. When done right, this approach expands talent pools, reduces barriers, and ensures businesses hire for capability rather than credentials, strengthening workforce agility and long-term success.”
This approach helps companies fill roles faster, reduce mis-hire rates, and find candidates who can actually perform. On top of that, industries are evolving faster, and what worked five years ago doesn’t necessarily work today.
Recruiters who rely solely on past experience or formal education risk missing out on top talent that has upskilled, switched industries, or gained hands-on experience in alternative ways.
Companies need people with in-demand skills, not just impressive educational achievements and years of experience.
Skills-first hiring gives recruiters the flexibility to look beyond job titles and focus on actual ability, leading to stronger teams, higher job performance, and better long-term retention.
In fact, LinkedIn’s Future of Recruiting 2025 report states that “companies with the most skills-based searches are +12% more likely to make a quality hire.”
The report also shows that between 2020 and 2023, there was a 16% increase in job posts that do not require a college degree, reinforcing the idea that more and more companies are deciding that skills-based hiring is the way to go.
How Does Skills-Based Hiring Compare To Traditional Hiring?
As mentioned before, traditional hiring methods prioritize job titles, work experience, and formal education.
A skills-based approach, on the other hand, evaluates candidates based on their technical skills, soft skills, and ability to perform in a given role.
Here is a quick snapshot to help you understand the difference.
Traditional Hiring
- Requires a four-year degree or certification.
- Focuses solely on past work experiences.
- Places a high value on job titles and tenure.
- Uses standard job descriptions.
- Largely relies on resumes and cover letters only.
Skills-Based Hiring
- Considers candidates without a degree if they have the right skills.
- Focuses on demonstrated competencies.
- Values problem-solving and performance.
- Uses skill-based job descriptions.
- Utilizes assessments, portfolios, and samples.
How Do You Know if You’re a Strong Candidate for Skills-Based Hiring?
If you’ve got the skills to do the job but not the “traditional” background, then yes, you’re a great candidate for skills-based hiring.
This is great for career changers, side hustlers looking to go full-time, and professionals who aren’t passionate about the field they originally studied.
For example, let’s say you built an online business, freelanced on the side, or gained skills through hands-on experience rather than a formal degree. That all counts!
The key is knowing how to showcase your skills the right way. Instead of focusing on job titles or degrees, highlight your actual abilities, past projects, and the impact of your work.
If you’re transitioning careers, focus on transferable skills that align with the role you want.
If you built a side hustle that required marketing, sales, content creation, or project management, those are real, valuable skills that companies are hiring for.
And what if your degree doesn’t match your career goals? It’s ok! Skills-based hiring lets you pivot without being held back by what you’ve done in the past.
When asked about this hiring trend among industries, Elio Recchia, Vice President of Hays Americas, explained, “The technology industry has been a pioneer in adopting this approach due to the rapid pace of technological advancements and the need for specific technical skills. Creative industries like graphic design, marketing, and content creation often prioritize portfolios and practical skills over formal education. In certain areas of high-tech manufacturing and engineering, skills-based hiring is also becoming more prevalent.”
If you can show you have the right skills, problem-solving ability, and a track record of getting things done, you’re already ahead of the competition.
The key to landing a role with an employer that takes this approach is to understand how to identify skills-based job descriptions and how to adapt your resume.
Our AI resume builder can help you adapt yours to each role you are applying for, suggesting keywords for the skills you need to highlight that were included in the job posting.
What Is a Skills-Based Job Description?
A skills-based job description outlines the essential skills required for a job rather than listing degree requirements and years of experience.
Research conducted by NACE for their Job Outlook 2025 report showed that 73.7% of the 237 companies surveyed are implementing competency-based job descriptions in their hiring processes.
In such job descriptions, a degree may be listed under the “nice to have” category instead of being a requirement. This approach allows employers to attract the best talent regardless of educational background.
Example job descriptions for skills-based hiring
Below are several examples to help you easily identify a job description that focuses on skills.
Traditional Job Posting for a Marketing Manager:
- Bachelor’s degree in Marketing, Public Relations, or related field
- 5+ years of experience in digital marketing
- Proven track record in campaign management
Skills-Based Job Posting for a Marketing Manager:
- Proficiency in Google Ads, SEO, and social media marketing
- Strong ability to analyze marketing data and make strategic recommendations
- Experience creating and executing content marketing strategies
- Strong project management and communication skills
Traditional Job Posting for a Software Engineer:
- Requires a Bachelor’s or Master’s degree in Computer Science or a related field.
- Minimum 3 years of professional experience in software development.
- Familiarity with cloud platforms like AWS, Azure, or Google Cloud preferred.
- Strong problem-solving and analytical skills.
Skills-Based Job Posting for a Software Engineer:
- Proficiency in Python, Java, or JavaScript with experience building scalable applications.
- Ability to write clean, efficient, and maintainable code following best practices.
- Experience deploying and managing applications in cloud environments like AWS, Azure, or Google Cloud.
- Ability to debug complex technical issues and propose innovative solutions.
Traditional Job Posting for a Project Manager:
- Requires a Bachelor’s degree in Business, Management, or a related field.
- 7+ years of experience in project management roles.
- PMP certification required.
- Experience using project management tools such as Asana or Trello preferred.
Skills-Based Job Posting for a Project Manager:
- Experience managing projects from start to finish, ensuring deliverables meet scope, timeline, and budget.
- Strong understanding of project management methodologies (Agile, Scrum, Waterfall) and how to apply them.
- Ability to create project timelines, track milestones, and adjust plans as needed for successful outcomes.
- Proficiency in project management tools such as Asana, Trello, Jira, or Monday.com.
As you review these examples, you’ll begin to notice a pattern of how skills impact the search by focusing on the use of programs, applications, and creation.
Now that you’re comfortable with identifying skills-based job descriptions, it’s time to write your skills-based resume. If you’re in the early stages of resume development, check out our tips for how to write a great resume.
Our resume builder can save you time when making an eye-catching, professional document.
How To Write a Skills-Focused Resume
If you’re applying for a job that prioritizes skills over degrees and job titles, then your resume must reflect that. As an applicant, it is your job to walk the hiring manager through your skill set.
You want to make it easy for them to understand. Keep in mind that a skills-based resume isn’t just a reworded version of a traditional one; it’s one that requires you to put your abilities, accomplishments, and real-world experience front and center.
Elio Recchia, Vice President of Hays US, went on to share with us that “Recruiters are increasingly using AI and automation to filter candidates based on skills, especially for roles with a high number of applications. Using keywords from the job description, providing specific examples of how they have applied their skills in previous roles, and using a clear and easy-to-read resume format can also help ensure their information is easily accessible to automated systems.”
Instead of leading with where you worked and for how long, you will need to focus on what you can do and the impact you’ve made.
This is extremely important if you’re changing careers, transitioning from a side hustle, or don’t have a “typical” background for the role. So what’s the goal? Make it crystal clear that you have the right skills to succeed! Below, you’ll find tips and a skills-based resume example.
Tips for writing a skills-based resume
Here is our list of top tips for writing a resume when responding to a skills-based job offer.
💡Tips
- Highlight Key Skills at the Top: Include a ‘Key Skills’ section listing hard skills and transferable skills relevant to the role.
- Include Certifications & Training: If you’ve attended relevant and unique online courses, bootcamps, and certifications, list them.
- Showcase Work Samples: Employers love social proof! If you can, provide a portfolio of your work or links to projects that demonstrate your abilities.
- Add Testimonials: If you have notable clients that you’ve produced results for, or learned from, use their name or kudos (ask for permission first, of course!)
- Use Keywords from Skills-based Job Descriptions: Many companies use applicant tracking systems (ATS) to screen resumes, so be sure to incorporate relevant skills and keywords that are listed in the description.
Skills-Based Resume Example
Below is an example of a professional who is interested in landing a Marketing Manager role. This professional has been providing freelance services for small business owners for 3 years.
Professional Summary
Creative and resourceful marketing professional with proven expertise in digital strategy, brand growth, and content marketing. Adept at driving audience engagement, increasing conversions, and leading high-impact campaigns across multiple social media channels. Recognized for blending data-driven insights with creative storytelling to enhance brand visibility and generate revenue.
Key Skills
Digital Marketing Strategy | Social Media Management | Content Marketing | SEO & Paid Advertising | Email Marketing | Data Analytics & Performance Tracking | Brand Positioning | Project Management | Customer Engagement & Retention
Software and Programs
Google Analytics | Facebook & Instagram Ads | Google Ads | HubSpot | Canva | WordPress | SEMrush| Mailchimp
Key Achievements
- Increased Brand Engagement – Developed and executed a social media strategy that boosted engagement rates by 55% and increased followers by 70% in one year.
- Lead Generation Success – Launched a paid advertising campaign that generated 1,500+ qualified leads, reducing customer acquisition costs by 40%.
- SEO & Content Optimization – Implemented an SEO strategy that improved website traffic by 80%, leading to a 20% increase in sales conversions.
- Email Marketing Impact – Created an email automation workflow that improved open rates by 35% and increased customer retention by 25%.
- Cross-Functional Leadership – Led a team of designers and content creators to launch a multi-platform marketing campaign that resulted in a 25% revenue increase.
Professional Experience
Freelance Digital Marketer | Self-Employed | [Years of Freelancing]
- Built and optimized marketing strategies for small businesses, leading to an average revenue growth of 30% per client.
- Designed SEO-driven content strategies that improved search rankings and organic reach.
- Managed paid advertising campaigns across Google Ads, Facebook, and LinkedIn, resulting in higher conversion rates and increased brand visibility.
The Future of Hiring: What’s Next
The rise in skills-based hiring is not just a trend. With major corporations, state governments, and the public sector adopting skills-first hiring approaches, the future of recruitment will likely continue shifting toward competency-based hiring.
Stephen Chu, Chief Legal & Administrative Officer at Instride, also shared, “most forward-thinking companies aren’t just hiring for today; they’re building a workforce for the future by developing talent, growing employees’ skills into strategic business areas, and creating real career opportunities.”
As a professional, it’s important to lean into continuous upskilling. If you want to know the skills employers are looking for, check out the Top Skills Employers Want.
Whether you’re a job seeker, hiring manager, or recruiter, embracing a skills-first mindset can lead to better matches between employers and employees.
When applying for skills-based roles, make sure your resume puts your abilities front and center. Highlight the tools, software, and technical skills you’ve mastered, and most importantly, show the impact of your work with measurable results.
Your goal is to make it easy for hiring managers to see what you bring to the table without needing to dig for it.
And if you need a little help getting started, our resume builder has you covered.
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