In today’s rapidly changing job market, traditional recruiting methods no longer cut it. Companies that focus solely on job titles, resumes and degrees are missing out on talent. A new LinkedIn report on skills-based hiring shows that this approach is not only more inclusive, but also helps companies find better-qualified candidates faster.

In this article, we dive into the key insights from the recently published report and the potential impact of skills-based hiring on the labor market.

 A larger talent pool

 One of the biggest advantages of skills-based hiring is that you gain access to a much larger pool of potential candidates in one fell swoop. By looking at someone’s skills – rather than just their previous roles – you open up a much wider talent pool. Globally, this means that employers can find up to six times as many suitable people. That’s good news for companies that want to recruit faster and more targeted, and for job seekers who want to make the move to a new sector or career.

 The impact is particularly great in fast-growing disciplines. In artificial intelligence (AI), the pool of potential candidates grows by more than eight times, and in the sustainable energy sector by more than three times. This makes skills-based hiring not only an opportunity for individuals, but also a very nice solution for staff shortages.

 More opportunities for underrepresented groups

 LinkedIn’s report shows that skills-based hiring also offers more opportunities for underrepresented groups, including people with a refugee background. For them, skills-based hiring offers a new opportunity to participate in the labor market, without feeling limited by the lack of specific qualifications, gaps in their resumes or previous job titles. By focusing on skills rather than work experience, many more refugees can have the chance to enter sectors where they can use their talents.

 Skills vs. Job Titles

 Traditionally, recruiters look for candidates who have held a similar position. With skills-based hiring, candidates are selected if they have at least 50% of the required skills for a position. This makes it easier to switch to another sector. For example, think of a project manager in logistics who could also be ideally suited for a position in marketing or IT.

 A fresh look at talent

 Colleague Jan-Simon wrote earlier : "Skills-based hiring brings a different perspective on applicants, talents and underexposed target groups." Instead of focusing on resumes and job titles, look at what someone can really do. This automatically increases your talent pool: you are not looking for the perfect piece of paper, but for the right skills.

This is not only smart in sectors with staff shortages, it also helps to break through unconscious prejudices. Because if you measure what someone can do through an objective test or assessment, you give everyone a fair chance - regardless of background, education or career path.

The report concludes: skills-based hiring is not just a trend; it is the future . By focusing on skills instead of job titles, the labor market becomes fairer, more inclusive and more efficient for everyone. Employees who are empowered – because they work based on their skills – are also often more productive and deliver more value to their employer. In other words, a win-win for both employee and organization.

 Read more:

•  Colleague Jan-Simon: View on recruitment: skills-based hiring
•  Ria Yetsenga (essay in the Financieele Dagblad): Status holders in the workplace are wrongly given the impression that
•  Rob Knigge (Country Managing Director Accenture Netherlands): "Talent is your greatest strength"