The metaphoric expression “on paper” suggests something that could work, but can’t be believed until it is seen in operation. Yet, all too often there has been a tendency to hire individuals who literally look good on paper – as in what their résumé, degrees, or certifications say.
Earlier this year, the White House aimed to fill the 500,000 open cybersecurity jobs by adopting skills-based hiring practices. Such efforts could be used to fill openings across the government, but skills-based hiring does require some considerations.
“Skill-based hiring has gained traction in HR as a more inclusive and effective way to identify candidates with the right abilities for the job, regardless of their educational background or years of experience,” explained Samantha Reynolds, director of marketing at Helpside.
“Traditional qualifications don’t always capture the nuanced skills necessary for complex roles, especially in high-stakes fields, where technical skills and critical thinking are paramount,” added Hamie Passos, recruiting leader and partner at HR Exchange.
“By focusing on competencies—such as analytical thinking, client engagement, and adaptability—recruiters can better gauge a candidate’s ability to meet the specific demands of a role,” Passos told ClearanceJobs. “This approach is particularly valuable in sectors where innovation, flexibility, and client-centered approaches are essential for success.”
The Talent Pool
Too often too much attention has been paid to past titles, where someone was employed and certifications. That is however changing.
“Across the board, we’re seeing a shift to a skills-based hiring approach. Companies want to hire employees who can get the job done, and while many still require degrees, most no longer consider a degree alone as proof of skill,” explained Lupe Colangelo, director of alumni engagement and employer partnerships at General Assembly.
That doesn’t mean that certification, résumé and other credentials are no longer important. Those are still part of the bigger picture.
“Employers want to see applicants complete real-world coding challenges, they want to see your portfolio, they want you to have internship or apprenticeship experience, and they want to see additional certifications that prove you know your stuff,” Colangelo added.
She told ClearanceJobs that when employers only hire college graduates, they’re competing in the same talent pool with many other employers.
“Switching to a more thoughtful, skills-based hiring approach allows you to widen the pool of potential candidates, hire faster, diversify your workforce organically, and save significantly on recruiting costs,” Colangelo added. “For example, tech boot camp graduates often have the skills needed for entry-level software or data analyst positions. More than half of recruiters—53%—told us they are reducing traditional education requirements for open positions this year.”
Skill Finding
An interview can help determine what skills a candidate may possess, but it could be up to applicants to ensure that they’re making clear to would-be employers that they are more than what their CV says.
This is also a two-way street, and recruiters have a major part to play.
Reynolds told ClearanceJobs, “Start by clearly outlining the essential skills, abilities, and competencies needed for the position. Instead of focusing on credentials like degrees or specific job titles, detail the actual tasks the candidate will need to perform and the skills required to perform them successfully.”
This can help would-be applicants better understand the role of the job even before applying, which in turn will help in the hiring process.
“By building a profile of practical, measurable skills for each role, recruiters can more easily identify candidates who meet these criteria, even if they come from diverse educational or professional backgrounds,” added Reynolds.
Tests Over Certifications
On paper, an applicant could have all the skills for the job, but Olivia Tapper head of operations and data at Agency.com suggested that a list of certifications may not tell the full picture.
“For skill-based hiring, we’re doing tests,” she told ClearanceJobs. “Sometimes people are great at filling things up in their CV but an interview and a skill-based test will weed out who is fit for the role. Having a degree or certificates are not enough. It’s easy to take some courses online and pass them. They need to demonstrate that they can apply the skills in real-life scenarios and think on their own.”
