Abstract
The accelerating pace of technological advancement and evolving workforce dynamics have exposed the limitations of traditional talent identification methods, which rely heavily on academic qualifications and previous job experience. This research explores the growing shift toward a skills-centric approach to talent acquisition, prioritizing competencies, adaptability, and learning potential over conventional credentials. Through a mixed-methods study involving surveys of HR professionals, case studies of leading organizations, and in-depth interviews, the paper provides insights into the effectiveness and challenges of
implementing skills-based hiring practices.
The findings reveal that organizations adopting this approach benefit from enhanced workforce diversity, improved organizational agility, and a better alignment of talent with evolving business needs. Key benefits include filling skills gaps more effectively, fostering an inclusive work environment, and improving employee retention by focusing on candidates growth potential. However, transitioning to a skills-centric model also presents challenges, such as resistance from hiring managers, difficulties in developing accurate skills assessments, and the need for cultural change within organizations.
The paper concludes by offering practical recommendations for successfully integrating skills-based hiring into broader talent strategies, positioning organizations to thrive in a rapidly changing work environment.
Keywords: Skills-centric hiring, talent acquisition, workforce agility, skills gap, competency-based assessments, HR practices, diversity and inclusion, adaptability, learning potential, organizational change.