When I first entered the workforce, the message was clear: go to college, get a degree, and doors will open. Like many Millennials, I followed that path, investing time, money, and energy into education because it was considered the ticket to a stable career.

Fast forward to today, and that narrative is being rewritten. Not erased, but expanded. I recently earned a SHRM credential in Skills-First Hiring, a program focused on practical hiring strategies. Skills first is a growing movement that prioritizes what people can do over where they learned it. It’s a shift that’s both exciting and if I’m being honest, a little jarring.

But it’s also necessary.

What Is Skills-First Hiring?

Skills-first hiring is exactly what it sounds like: a hiring philosophy that places demonstrable skills at the center of the recruitment process. Instead of filtering candidates primarily by degrees, titles, or pedigree, employers evaluate what a person can actually do.

This approach isn’t about lowering the bar. It’s about widening the gate.

According to a 2023 report by Deloitte and the Burning Glass Institute, companies that adopt skills-based practices are 98% more likely to retain high performers and 107% more likely to place talent effectively. And SHRM has taken notice by launching their Skills-First Certification to help HR professionals lead the charge in transforming hiring practices.

Inside the SHRM Skills-First Hiring Certification

The Skills-First SHRM certification course covers:

• How to build and rewrite job descriptions with skills at the core
• How to evaluate candidates for competencies rather than credentials
• How to align hiring practices with DEI goals, since degree requirements often exclude underrepresented talent
• How to engage hiring managers who are used to screening for degrees

The training challenges you to reflect on your own assumptions. It made me realize how often we treat degrees as shorthand for readiness—even when they have little to do with the job at hand.

The Degree Dilemma: A Personal Reflection

As someone who was raised with the “college = career” mantra, skills-first hiring brings up some mixed feelings.

I spent years in school. I worked hard. I carried student loan debt. My degree did open doors, but I now see how many talented people didn’t have the same access, or were overlooked simply because they didn’t check a credential box.

It’s a humbling realization: that meritocracy is often messier than we’d like to admit.

Shifting to skills-first hiring doesn’t mean degrees are obsolete. In some fields like medicine, law, or engineering, they’re non-negotiable. But in many others, like HR, tech, marketing, or operations, they’re not always predictive of performance. By expanding the definition of “qualified,” we get closer to real equity.

Why It Matters (and What You Can Do)

If you’re a people manager or a business leader, now’s a good time to ask yourself:

• Are we using degrees as a proxy for potential?
• Could someone without a traditional background succeed in this role?
• What skills actually drive success here?

And if you’re a job seeker without a degree—or with a degree that hasn’t “paid off” the way you hoped—you’re not alone. Skills-first hiring is on the rise, and organizations are beginning to see the value in nontraditional paths. It’s not just lip service; major employers like IBM, Google, and Walmart are already removing degree requirements from thousands of jobs.

Takeaway: Opening the Door Wider

Skills-first hiring doesn’t mean throwing out everything we know, it means rethinking how we define talent. Potential doesn’t always wear a cap and gown.

As HR professionals, we have a responsibility to look beyond the resume bullet points and see the person behind the paper. I’m proud to be SHRM-certified in this work, and I hope more companies follow suit.

Let’s open the door wider. The future of work will thank us.

💬 What’s one skill you’ve learned outside of school that’s been essential to your success?
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Disclaimer:
This post reflects my personal views and experiences as an HR professional and does not represent the views of my employer. The content is intended for informational purposes only and should not be construed as legal or professional hiring advice. While I have completed the SHRM Skills-First Hiring Specialty Credential, this post is not affiliated with or endorsed by SHRM. The insights shared here are based on my own interpretation of best practices and training materials. For guidance on specific hiring practices, compliance matters, or employment decisions, please consult a qualified HR professional or employment attorney familiar with your organization’s policies and applicable laws.

Shared by Anaya Gottilla | Explore HR Blog