We are seeing a rise in lots of companies starting to prioritise demonstrable skills over degrees when advertising for new staff. In fact, the rise of skill-based hiring is becoming one of the most significant shifts in today’s recruitment landscape. This year, the UK hiring market is undergoing a real transformation. Degrees still matter, particularly in regulated fields like law and medicine, but increasingly they are making way for candidates with actual, proven skill sets. What once served as a convenient filter for employers is now being reconsidered as organisations look for talent that can deliver impact, adapt quickly, and contribute to long-term growth. This is exciting news for many. Discover more…

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What is driving the change?

What is driving the change?

There isn’t one single factor contributing to the rise in skill-based hiring. Instead, a combination of economic forces, workforce expectations, technology change, and business pressures is pushing companies to rethink what matters most when evaluating candidates.

Labour shortages:

Labour shortages have meant that companies must become more open-minded with their hiring strategy and criteria. As organisations struggle to fill vacancies, they are recognising that traditional approaches may be too restrictive. Alongside more flexible working patterns, the emphasis placed on qualifications is definitely shifting. Degrees, while still valuable, can become a barrier to social mobility and make diversifying the workforce difficult. Many employers now see that by insisting on unnecessary credentials, they may unintentionally be excluding highly capable applicants.

Technology:

At the same time, technology is advancing at a pace that traditional education simply cannot keep up with. The tech landscape evolves monthly, sometimes weekly, and this means that university curricula, often updated only every few years, struggle to reflect real-world needs. In these environments, hands-on experience, independent research, and short, intensive courses are becoming the fastest and most effective ways for the workforce to stay aligned with business requirements. For companies hoping to remain competitive, embracing candidates who have developed practical skills outside formal education is no longer a nice-to-have; it is essential.

Return on Investment (ROI):

Financial pressure also plays a major role. With tight budgets, organisations are examining the ROI of every hire. They want employees who can perform from day one and contribute tangible results quickly. Hiring based solely on qualifications does not guarantee this. However, hiring based on proven skills often does. Experience, portfolios, work samples, and real examples of output help hiring managers make informed decisions that reduce the risk of mis-hires and improve long-term retention.

Alternative Learning Pathways:

Furthermore, generational shifts are reshaping expectations on both sides of the hiring equation. Younger workers increasingly value alternative learning pathways such as online courses, bootcamps, micro-credentials, and self-directed learning. In many fields, like design, data, digital marketing, and software development, these pathways are often more practical and relevant than a traditional degree. As more candidates succeed in building a career through these non-traditional routes, employers are noticing and adjusting their hiring frameworks accordingly.

All of this contributes to a broader cultural shift: organisations are finally recognising that talent is not defined by where someone learned, but by what they can do. And this is exactly why the rise in skill-based hiring continues to accelerate.

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How to Hire Successfully Based on Skills

As more employers embrace the rise of skill-based hiring, it’s important to have a clear process in place to evaluate candidates fairly and consistently. Shifting away from degree-based hiring doesn’t mean lowering standards, quite the opposite. It means raising them in areas that matter most: ability, performance, and potential.

Here are some practical tips to help you hire successfully using a skills-first approach:

Use Skills-based Job Descriptions:

This means listing specific competencies, technical capabilities, and soft skills required to succeed in the role. Focus on outcomes and responsibilities rather than years of experience or particular degrees. If credentials are not legally or technically necessary, remove or de-emphasise them. This simple change can immediately expand your talent pool and increase the diversity of applicants.

Implement Skills Assessments as Part of the Interview Process

Assessments are one of the most powerful tools in the rise of skill-based hiring. They allow you to evaluate a candidate’s real-world capabilities, giving insight into how they problem-solve, communicate, and approach tasks. Whether it’s a coding test, a writing sample, a case study, or a practical task, this step can be a strong predictor of day-to-day job performance.

Ask for Portfolios or Work Samples

This is especially relevant for data, tech, and creative roles. The quality of the output often speaks louder than qualifications. Portfolios provide tangible evidence of a candidate’s style, approach, and level of expertise. They also allow candidates from unconventional backgrounds to demonstrate their talent on an equal footing.

Where Appropriate, Conduct Trial Days or Short Working Sessions

Inviting a candidate to complete a few hours of simulated work gives you invaluable insight into their skills, work habits, and communication style. It also provides candidates with a realistic sense of the role and company culture. This will improve mutual fits and reduce turnover later on.

Be Transparent About Your Hiring Strategy

Explain to candidates why you prioritise skills. This clarity can help attract a more diverse pool of applicants, including those who have learned through alternative methods, such as apprenticeships, self-study, bootcamps, or on-the-job training. Transparency builds trust and demonstrates your commitment to fairness and inclusion.

The Rise of Skill-Based Hiring: What Does This Mean For the Future?

The rise of skill-based hiring is not just a passing trend. It is a long-term strategy reshaping how businesses build their workforces. As more companies adopt skills-first approaches, we can expect several important outcomes.

First, talent pools will broaden significantly. Organisations will gain access to candidates who were previously filtered out due to non-essential degree requirements. This directly supports DEI initiatives, creating more inclusive pathways for individuals from varied socioeconomic and educational backgrounds.

Second, workforce capability will improve. By prioritising demonstrated skills, companies are better positioned to hire employees who can contribute immediately and adapt quickly. This agility is crucial in today’s rapidly changing environment, where businesses must evolve to stay competitive.

Third, the shift aligns more closely with how people learn and grow today. Continuous development, micro-learning, online platforms, and practical experience now play a central role in professional growth. Hiring strategies that recognise these forms of learning create a more modern, fair, and future-ready recruitment ecosystem.

Ultimately, the rise in skill-based hiring is helping organisations build stronger, more diverse and more capable teams. As this approach becomes more mainstream, employers who embrace it early will not only attract better talent but they will be better positioned to thrive in an ever-changing world.

If you would like to work with us to ensure your recruitment programme is attracting a wider candidate selection, then get in touch today.

The rise of skills-based hiring: This is Exciting News