Skills-Based Hiring: A 2025 Guide to Hiring for Potential
In 2025, the hiring landscape is undergoing significant evolution. University degrees are no longer the ultimate hiring filter—skills-based hiring is now the standard for unlocking diverse talent, reducing time-to-hire, and building agile, future-ready teams.
From Fortune 500 enterprises to disruptive startups, employers are moving away from outdated credentials and focusing on what truly drives success: capability, potential, and impact.
Here’s how your organization can lead with a smarter, more inclusive approach to recruitment.
Degrees Are Losing Their Grip:
The Data Behind the Shift
Employers are asking a critical question: Does this role truly require a bachelor’s degree?
- 25% of companies have already dropped or plan to drop degree requirements for certain positions
- 69% of employers now prioritize work experience and demonstrated skills over formal education.
- 84% of firms that removed degree requirements report stronger hiring outcomes, better retention, and access to broader talent pools.
For decades, college credentials acted as a baseline. But the reality is:
- Degrees don’t always reflect real-world ability.
- They exclude millions of capable, self-taught, and non-traditional candidates.
This isn’t about lowering standards—it’s about redefining them.
Why the Shift to Skills-Based Hiring?
Performance and Predictiveness
Traditional credentials often fail to predict on-the-job success. Employers are increasingly turning to skills assessments, portfolios, and behavioral interviews to effectively identify talent. 76% of companies now use tests to measure cognitive ability and emotional intelligence
Diversity Gains
Removing degree barriers unlocks access to talent that may have been overlooked. Nearly 48% of organizations cite improved workforce diversity as a key benefit of adopting skills-based hiring.
Agility in a Changing World
As roles evolve faster than traditional education can keep pace—especially in tech, healthcare, and creative industries—organizations are prioritizing skills and learning agility.
- 53% of employers have removed degree requirements, a 77% increase in just one year.
- Companies using skills-first hiring report 82% satisfaction with hires, compared to 67% under traditional models.
- Major players like Walmart, Bank of America, and Delta are leading this trend across industries.
Who’s Leading the Way in Skills-Based Hiring?
Tech Leaders Setting the Pace
Global innovators like IBM, Accenture, and Siemens have eliminated degree requirements for many roles, focusing on proven competencies instead.
Retail Trailblazer: Kurt Geiger
UK retailer Kurt Geiger made a bold move by removing degree requirements across all positions. CEO Neil Clifford explains:
“You don’t have to have been to university for any job at Kurt Geiger… We see the potential in every person. Some kids are bright but can’t afford student life or aren’t good at memorizing for exams, like me. That shouldn’t mean they miss out on the best jobs.”
This mindset opened doors for individuals like Eilish, a 19-year-old footwear design assistant hired via apprenticeship. Within months, she was delivering fresh, innovative designs—proof that potential doesn’t come with a diploma.
How to Embrace Skills-Based Hiring
Define skill-focused role profiles with clear competencies and proficiency levels.
Use objective assessments like coding challenges, cognitive tests, and behavioral interviews to measure capability.
Track outcomes such as engagement, retention, and performance.
Equip hiring teams to shift from credentials to capability—a true mindset change, not just a policy update.
Support continuous learning through industry certifications and digital credentials.
Ready to Rethink Your Hiring Strategy?
We’ve created an exclusive Skills-Based Hiring Toolkit to help your organization make the shift with confidence.
This resource includes:
✔ Real-world case studies from leading employers
✔ Templates for competency-based job descriptions
✔ Skills assessment frameworks to modernize your hiring process
Download our toolkit and empower your teams to focus on what really matters: capability, potential, and impact.
From Credentials to Capability
The degree is no longer the golden ticket. In today’s fast-paced world, skills-based hiring is redefining success.
Organizations that embrace this approach are:
- Expanding their talent pools
- Accelerating hiring cycles
- Building more diverse, adaptable teams
It’s time to rewrite the hiring narrative—from pedigree to potential.
At Talento, we help organizations design skills-based hiring strategies that attract high-potential talent, whether or not they hold a degree.
Connect with us today and start building teams that are diverse, agile, and future-ready.
FAQ's
What is skills-based hiring?
Skills-based hiring is the method of evaluating and selecting candidates based on practical skills, proven competencies, and real-world abilities—rather than degrees, diplomas, or other traditional credentials.
Why are companies shifting to skills-based hiring?
Organizations are embracing it because it widens access to diverse talent pools, reduces hiring time, improves retention, and predicts job performance more accurately by focusing on capabilities over pedigree.
How does skills-based hiring improve diversity in the workplace?
By removing degree requirements and credential biases, this approach opens opportunities to qualified candidates from varied backgrounds—such as self-taught professionals, vocational learners, and career changers—fostering greater inclusion and equity.
What hiring steps are involved in a skills-based process?
A structured skills-based hiring sequence includes:
- Creating role profiles with defined competencies
- Using objective assessments (e.g., tests, portfolios, work samples)
- Conducting behavioral and skills-based interviews
- Tracking outcomes like retention, performance, and engagement
Does prioritizing skills over degrees risk lowering hiring quality?
No—when implemented thoughtfully, skills-based hiring reduces dependency on credentials and zeroes in on real-job abilities. It still maintains high standards through competency-focused interviews and valid assessments, often resulting in stronger hires and better business results.
