Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. Talent Acquisition
  4. Skills-Based Hiring Requires Commitment to Change
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

Skills-Based Hiring Requires Commitment to Change

March 28, 2023 | Roy Maurer

Two women talking at a table in an office.


​A growing number of employers are showing interest in skills-based hiring—moving beyond education and experience requirements to focus on the skills match between candidates and roles.

More employers are becoming aware that assessing candidates on their abilities and potential, rather than degrees and job histories, can provide instant economic opportunities for millions of job seekers, help relieve talent shortages, increase diversity and strengthen internal mobility in the workplace.

"Most of the employers we talk to are highly receptive to this message, and they recognize that with the current talent shortage, skills-based hiring is the best approach for a wide range of roles with significant high-volume need and higher-than-average turnover," said Angela Briggs-Paige, SHRM-SCP, head of people and culture at the nonprofit Opportunity@Work. The Washington, D.C.-based organization works to expand professional career access for people without college degrees.

Emily Field, a partner at global management consulting firm McKinsey & Co., said skills-based hiring is "one of the main topics that I hear CEOs and CHROs asking about. They continue to face a skills gap and a talent shortage, and at the same time, recruiting technology is screening out more than half of the applicants due to [their not meeting] education and experience requirements."   

The SHRM Foundation has made educating employers about the use of skilled credentials in talent acquisition a priority.

SHRM Foundation President Wendi Safstrom said, "While most employers agree skills-based hiring is valuable, few employers have made changes to their practices. This keeps qualified talent on the sidelines and businesses from thriving. Even worse, the talent employers are missing are people from historically underrepresented and untapped groups."

Since the 1980s, many job postings have reflexively required college degrees, weeding out qualified candidates. A 2017 study led by researchers at Harvard Business School found that more than 60 percent of employers rejected candidates who were qualified in terms of skills or experience but did not have a college degree. However, current data shows employers have reduced degree requirements since then, and the number of job postings without degree criteria has risen, with job ads increasingly listing technical and soft skills instead.

One-fifth of current U.S. job listings on LinkedIn don't require a four-year degree, an increase of more than 30 percent over the past six months. Since 2019, the share of recruiter searches on LinkedIn filtering for skills has grown by 25 percent; recruiters are now 50 percent more likely to search by skills than they are to search by years of experience.

"McKinsey research indicates that a growing number of organizations are removing college degree requirements from job postings and coming up with other ways to determine job readiness," Field said. "We're seeing this especially in technology and managerial roles. This requires rewriting job descriptions and really thinking about what skills are truly needed on day one and what can be trained for on the job and which skills do not matter at all."  

Companies such as Google, IBM and Walmart have been praised for instituting skills-based hiring practices. Meanwhile, the governors of Alaska, Maryland, Pennsylvania and Utah have eliminated college degree requirements for many jobs in their states' governments.

"For those companies wary of adopting skills-based hiring, one of the biggest barriers is the false narrative around workers without college degrees," Briggs-Paige said. "Managers often overestimate the percentage of the workforce who hold degrees. This misperception, coupled with the notion that low-wage means low-skilled and that no degree means no skill, can inhibit mobility for millions of workers without degrees."   

Briggs-Paige said that skills-based hiring works best with entry-level and midcareer positions that don't require specialized training or credentials. Opportunity@Work coined the term "STARs," an acronym for Skilled Through Alternative Routes, to characterize these workers.

The momentum for skills-based hiring is clearly growing, but how can employers get started with this new approach? Hiring for skills will require a mindset shift in which candidates are "screened in" instead of "screened out," necessitating new ways to define roles, write job ads, evaluate candidates, manage performance and develop employees.

Change Management Faces Obstacles

The first—and most important—step to implement skills-based hiring is to shift thinking. "The change management piece will be the hardest part," Field said.

Any significant workplace culture change must start with leadership, from executive champions and leaders in HR and talent acquisition, to hiring managers who will ultimately be responsible for making it happen. 

"Think about a hiring manager—they are trying to fill a job, often an immediate need, and their goal is to find someone successful in the role," Field said. "The reality is that hiring managers are not talent assessment experts. So it's important for recruiters to guide hiring managers along the journey and help them understand the 'why' of skills-based hiring: that it will get them highly qualified talent in the role when they need it."  

Safstrom outlined three key barriers that keep employers—particularly small and midsize ones—from adopting skills-based hiring, even when they say they want to:

  • Existing systems must be overhauled, which can be challenging and expensive.
  • There's a lack of trust in partners. "Technologies, vendors and credentials are flooding the space, but there is no complete mechanism for vetting quality, regulating product or inspiring trust," she said.
  • Scaling is hard. "Making large shifts in fundamental ways of hiring is falling to overworked HR leaders who often must create solutions alone, instead of in concert with others," Safstrom said.

However, building and investing in centralized, enterprise-level solutions can make scale possible and reduce risk. "Aligning employers, service and tech providers, educators, policymakers, and funders can drive practice and change," Safstrom said.

Employers can do the easy things immediately, such as broadening sourcing channels and removing college degree requirements from job ads. But a skills-based approach will also require a long-term plan that encompasses an organization's entire talent acquisition and management systems.   

Match Skills to Roles

To get skills-based hiring right, employers will initially need to develop a skills strategy.   

"First, you need to understand the skills that your business needs," said Jennifer Shappley, vice president of global talent acquisition at LinkedIn. "Then understand what skills your employees have, or that they can develop, and what skills you need to hire for so that you build your talent strategies accordingly."

HR, working closely with hiring managers, will need to conduct a skills analysis for each role to understand the core skills needed on day one and the ones that can be taught later, as well as a matrix for all roles to determine which skills are essential for progression in the organization.

"When you know which skills are most predictive, you know what is needed to get started and what can be trained," Field said. "For example, a plant shift manager needs to have a process improvement mindset [and] needs to be wired to think that way. But they can learn the specific process improvement practices of that company on the job."

Evaluate for Skills, Not Personality

Traditionally, interviewers have relied on candidates' past performance to predict future performance. But evaluating candidates' soft skills through structured behavioral interviewing and building objective assessments for hard skills, such as coding tests or writing assignments, are better ways to evaluate candidates based on their skills, experts said.

Recruiters and hiring managers will need to be trained on how to evaluate for skills, Briggs-Paige said, while applicant tracking systems that screen out qualified people will need to be modified. Using valid skills assessments will also be important.

Janice Burns, chief people officer at Degreed, a learning experience platform in San Francisco, said most assessments used today are psychometric assessments that measure personality and aptitude, not skills. This gets into dangerous territory, since employers are not in the business of developing or upskilling someone's personality, she said.

"While aptitude is not technically biased, aptitude preference as a basis for making employment decisions does carry bias," Burns said. "Skills assessments are very different in that they align with what people need to do and how well they need to do it in order for them to perform a task or job. Skill requirements should be based on the work that needs to be done and/or task that needs to be completed."

Assessments are one part of the solution, Briggs-Paige said, "[b]ut skills credentials can also help hiring managers be comfortable hiring people without degrees."

There's a lot of work happening right now to develop and promote skilled credentials, including efforts by the SHRM Foundation.

Upskill on the Job

Continuous skills development is the final component of a skills-based talent management approach. Employers will be responsible for turning potential into performance, stepping in and helping employees acquire the skills they need to succeed. Organizations can provide professional development resources, opportunities and support from the first day on the job to show new hires that they're invested in their success.

"Upskilling is critical to getting skills-based hiring right," Field said. "Upskilling does not just mean providing classroom training on a subject. It means learning on the job, learning from the manager in the flow of work."

According to Briggs-Paige, skills development programs show that many low-wage roles require skills similar to middle-wage roles, and middle-wage roles require skills used in high-wage roles. "Managers realize that most workers already exhibit the core skills needed to move into higher roles, whether they have a degree or not," she said.

Fortunately for employers, an intentional upskilling focus from the onboarding stage through training and promotions will also likely boost internal mobility and increase retention, as surveys show that most employees say they are more likely to stay with a company that invests in their career.

Employment Testing
Interviewing
Recruiting
Talent Acquisition
Workforce Planning

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now