{"id":6328,"date":"2023-08-31T01:05:54","date_gmt":"2023-08-31T05:05:54","guid":{"rendered":"https:\/\/www.humrro.org\/corpsite\/?p=6328"},"modified":"2025-04-23T12:04:20","modified_gmt":"2025-04-23T16:04:20","slug":"advancing-the-full-potential-of-skills-based-hiring","status":"publish","type":"post","link":"https:\/\/www.humrro.org\/corpsite\/blog\/advancing-the-full-potential-of-skills-based-hiring\/","title":{"rendered":"Advancing the Full Potential of Skills-Based Hiring"},"content":{"rendered":"

In recent years, three words have been enthusiastically embraced by the talent management community: Skills-based hiring<\/i>. The term generally refers to removing educational degree requirements from the hiring process while shifting the focus to skills. This sounds simple, but discussions of skills-based hiring often generate more questions than answers, including:<\/h3>\n
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  • What\u2019s driving the focus on skills?<\/b><\/li>\n
  • How are skills defined?<\/b><\/li>\n
  • What could be lost by dropping degree requirements?<\/b><\/li>\n
  • What is the best way to assess the skills reflected in a college degree?<\/b><\/li>\n<\/ul>\n

    Introductions to the skills-based hiring perspective often generate the reaction, \u201cThat sounds great in theory, but how do I actually do it in practice?\u201d To answer that question, we first examine some of the legal and cultural forces that gave rise to the skills-based hiring movement and then address the three other questions shared above.<\/p>\n<\/div>

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