Skill-based hiring. It's a term you see used more and more in the world of recruitment. But the fact that you read it everywhere does not mean that companies are already using this approach on a large scale and successfully. In this article we delve deeper into the state of affairs surrounding skill-based hiring and show how new initiatives, such as the TNO pilot in the Metalektro, are paving the way to a skills-driven way of recruiting.
A quick refresher: what is skill-based hiring?
Skill-based hiring is a recruitment method that selects candidates based on skills and competencies, rather than focusing solely on experience and degrees. This method not only provides opportunities for candidates, but also brings many benefits to companies:
- Shorter time-to-hire
- Better matches
- Wider talent pool
Want to know more about the basics of this method? Also read our earlier article: Skill-based hiring in the technical labor market.
Don't quite get how it works yet? You're not the only one...
Let's start by saying that the will to implement skill-based hiring is certainly there. From research from Indeed in fact, shows that 67% of job seekers and 51% of hiring managers believe in skill-based hiring. They believe that skills and competencies should outweigh diplomas or years of experience.
Yet the same research shows that there is still a lot of ambiguity surrounding this method of recruiting:
- 55% of respondents said they did not know exactly what skill-based hiring meant.
- 52% still see diplomas as the most important proof of quality.
And then there's the practical side: more than a quarter of employers say they don't have the right tools or systems in place to actually implement skill-based hiring. Only 13% of companies have removed education requirements from job postings, and another 13% have abandoned experience requirements.
Will it work then?
Sure. From research by ADP shows that 90% of companies that use skill-based hiring have fewer mis-hires. And 94% of these companies find that this approach better predicts whether someone will be successful in the job than a traditional resume.
Skill-based hiring is also gaining ground in the Netherlands. More and more organizations are switching to a skills-based approach to recruitment. A good example is TNO, which has started a promising pilot in the Metalektro sector.
TNO's pilot: skills passport in practice
TNO is currently testing a skills passport within the CAO Metalektro. This is a digital document that provides insight into a candidate's skills and knowledge level. The pilot runs from April to August 2025 and focuses, among other things, on the question: how do you validate this information reliably and securely?
According to Joost van Genabeek, senior researcher at TNO, this is the largest pilot in the Netherlands on skills passports:
"It must be interoperable, meaning that data is easily interchangeable between different systems. In addition, there must be a strong validation side, where knowledge and skills can be reliably assessed. Passport owners must also be able to securely share their data with employers and other stakeholders."
The impact of a successful pilot extends beyond the tech sector, according to Joost. "We see that other sectors with personnel shortages, such as healthcare, defense and the police, are looking at this experiment with great interest...If we can demonstrate that this approach works, it could be a catalyst for wider implementation."
How to move forward?
According to Matt Burney, Senior Strategic Advisor at Indeed, skill-based hiring begins with a simple but powerful step:
"For employers who don't know where to start implementing skills-first recruiting, rethinking job requirements is a good first step. By clarifying and highlighting the skills required for jobs in job postings, candidates can apply based on the skills they know they possess, regardless of where those skills were acquired. AI and technology can help create effective job descriptions, screen questions and find potential applicants based on relevant skills."
Technology and AI can provide excellent help in this regard. Consider:
- Rewriting job postings with a focus on skills
- Preparing candidate profiles based on the position
The validation of skills requires a bit more work, and will have to be based on a standardized process. But it forms the basis for sustainable application of this approach.
Ready to get started?
Want to get started with skill-based hiring but not sure where to start? We are happy to help you; from advice to practical support.
Contact us and find out what's possible for your organization.
