Skills-Based Hiring: The New-ish Frontier

If you’ve noticed, job applications these days seem to demand a small mountain of credentials, like some Pokémon game for professionals - gotta have ’em all! And if you’ve got a Degree or even an MBA (or worse, an expensive AI certification…), guess what? So does nearly everyone else.

AI now makes it simple to tailor CVs to role profiles, meaning every applicant looks primed and polished, like they’ve been cloned for the job.

The result? Hiring teams are drowning in a sea of identical candidates while recruiters struggle to tell one highly-qualified “high-potential” from another. And this isn’t even touching on how AI has supercharged the volume of applications (something for another day).

Companies are now hunting for new ways to identify the truly capable, not just the “all-style, no substance” brigade.

Enter skills-based hiring. In a bid to move beyond degrees and job titles, many companies are focusing on practical skills and real-world capabilities. It’s no longer enough to list “problem-solving” as a skill on your CV - now they want to see you solve actual problems.

Actually, it's more like re-entering. This isn't new. Fifty years ago, you might have encountered a typing test. Or even 150 years ago, when you needed to apply for that cutting-edge Morse Code job.

The Challenge of Certification: When Everyone’s Got One

Once upon a time, a degree meant you’d stand out. Now, it’s practically a given, and companies are starting to see degrees as a baseline rather than a trump card. So companies are rethinking what really matters in an applicant, asking, “Can they do the job, or is it all just polished fluff?” Who is authentic, and who isn't?

Take 谷歌 , for example. They’ve long been a trendsetter in this space, looking beyond degrees and focusing on practical coding and problem-solving assessments. At Google, candidates might be given a live coding task or asked to brainstorm solutions for real-world challenges. Theoretically, the focus is squarely on what you can produce, not just where you studied.

This shift isn’t confined to tech. Industries from finance to marketing are putting applicants to the test, often through case studies and simulations that reveal how they’d handle role-specific challenges. If you’re applying for a marketing role, don’t be surprised if you’re asked to come up with a campaign strategy rather than just list your top three strengths. Skills-based hiring is designed to weed out the “paper-perfect” and find people who can demonstrate value from day one.

Hackathons: Switzerland’s “Test Drive” for Talent

In Switzerland, hackathons are becoming one of the most exciting platforms for skills-based hiring. They’re like the job fair of the future, but with a lot more action. Take HackZurich , for instance - Europe’s largest hackathon. It’s a place where companies like UBS put potential hires through real-time problem-solving exercises. At last year’s event, UBS asked participants to create a tool for real-time data analysis. No CV keywords or fluffy intros, just candidates, a problem and a ticking clock.

UBS observed how participants approached the challenge and made hiring decisions based on their technical skills, problem-solving approaches, and, importantly, their collaboration styles. The top performers landed interviews and, in some cases, actual job offers. Hackathons like these are an opportunity for companies to see candidates in action, often revealing far more than a traditional CV or interview could ever hope to.

When Hiring Becomes Emotional

Now, here’s where things get tricky: even with skills-based hiring, decisions often come down to emotion. Like it or not, the “gut feeling” factor is real. Hiring managers are people, after all, and they’re drawn to candidates who feel like a good fit. Whether it’s shared values, similar experiences, or just an “X-factor” vibe, emotional elements can influence who ultimately gets the offer. This is especially true in roles where team dynamics are crucial or where clients are involved. Skills-based hiring might set the logical foundation, but you might not get through the door if you don’t connect with the team.

Take consulting as an example. Deloitte Consulting has been known to use client-style case studies in hiring. Candidates are presented with a business problem, asked to propose a solution, and then assessed on their approach, communication style and strategic thinking. But here’s the catch: the person who wins the role isn’t necessarily the one with the “best” solution. It’s often the one whose approach aligns with the team’s culture or the client’s style. Skills matter, but fitting in still carries weight.

And this means, sometimes, even the best skills need a human connection to seal the deal.

Preparing for Skills-Based Assessments

If you’re going to compete in a skills-based hiring process, be ready to go beyond “I’m great with people” or “I work well under pressure.” Instead, think of specific examples where you’ve demonstrated your abilities in a way that’s relevant to the role. You need to walk the walk, often with a task or problem thrown your way early on in the process.

Let's say you’re applying for a digital marketing role. Get ready to brainstorm campaign strategies on the spot. In a customer service position? You might be in a role-play scenario where you’re fielding tough customer queries, showing your calmness under pressure. If product management is your thing, expect case studies on prioritising product features or tackling customer pain points.

Why Skills-Based Hiring Matters

Skills-based hiring is here to stay, and for good reason: it provides a clearer, fairer picture of what candidates bring to the table. For companies, it’s a way to ensure they’re not just hiring the “best CV” but the best person for the job. For candidates, it’s a chance to stand out based on what they can actually do, not just what they’ve listed on paper.

This approach can be challenging, but it’s a path forward for those who can adapt. In the end, it’s about finding the right fit on all fronts and showing your skills while connecting on a human level. And, as companies refine their methods, we may just see a future where people are valued more for what they can truly bring to the role than for what’s written on their CV.

John Bowler is The Basel Job Coach helping professionals bring interview theory into practice. Discover how to prepare for your own interviews with confidence through The Basel Job Coach’s Interview Masterclass.

-... --- --- -.- / .- / ..-. .-. . . / ...-- ----- -....- -- .. -. ..- - . / ... . ... ... .. --- -. / - --- / - .-. --- ..- -... .-.. . ... .... --- --- - / -.-- --- ..- .-. / .--- --- -... / ... . .- .-. -.-. .... / --- -. / --- ..- .-. / .-- . -... ... .. - .