The Key to Hiring in 2025

January 17, 2025 – Identifying the right leaders for your organization is more challenging than ever. Traditional hiring methods often miss outstanding candidates who may not meet every resume requirement or fit the reviewer’s preconceived criteria. That’s where skill-based hiring comes in—shifting the focus to what candidates can do instead of just what’s on paper, according to a recent report from Kinsley|Sarn Executive Search. The study notes that if you want to elevate your executive search process and uncover top-tier talent, consider how you can incorporate skill-based hiring into your strategy.
What are skill-based hiring strategies? “Traditional hiring often centers on resumes, degrees, and job titles—elements that only tell part of a candidate’s story and can often be negatively impacted by a system’s limitations or a screener’s bias,” the Kinsley|Sarn report said.
“Skill-based hiring flips the script, emphasizing what candidates can do in addition to where they have been,” the study said. “This approach prioritizes identifying critical competencies such as problem-solving, leadership, and strategic thinking over pedigree or preferences, giving organizations a clearer picture of candidates’ potential to excel. Skill-based hiring ensures that talent like this doesn’t go unnoticed, building an understanding of their capabilities in addition to their credentials.”
Key Elements of Skill-Based Hiring
Implementing a skills-first hiring approach involves adopting practices that focus on what truly matters—demonstrated abilities. Kinsley|Sarn offers some key components:
- Competency-Based Interviews: These interviews delve into how candidates have applied their skills in real-world scenarios, providing insights into their problem-solving abilities and decision-making processes.
- Skills Assessments: Tools like case studies, simulations, or project-based evaluations test candidates’ expertise in relevant areas and offer a practical understanding of their capabilities.
- Soft Skills Analysis: Leadership roles demand more than technical knowledge. Evaluating emotional intelligence, adaptability, and collaboration helps identify candidates with the interpersonal strengths necessary for success.
- Portfolio Reviews: Reviewing tangible evidence of a candidate’s work—such as completed projects, presentations, or campaigns—offers a comprehensive view of their capabilities and achievements.
Why Soft Skills Still Rule the C-Suite in the Age of AI
In an era dominated by technological advancements and artificial intelligence, it might be tempting to believe that machines can replace human leadership. However, the essence of effective leadership lies in a unique blend of soft skills that transcend AI’s capabilities, according to a new report from Kestria. “While technical expertise is undoubtedly necessary, it is often the softer skills that distinguish exceptional leaders,” the Kestria report said. “Soft skills like empathy, communication and emotional intelligence are the bedrock of successful leadership. These interpersonal qualities enable leaders to navigate complex organizational challenges, build strong relationships and inspire their teams to achieve great things.”
“By focusing on these elements, organizations can unlock the potential of candidates who might otherwise be overlooked, creating opportunities for dynamic, diverse, and high-performing teams,” the Kinsley|Sarn report said.
The Benefits of Skill-based Hiring in Executive Search
The benefits of skill-based hiring are clear for organizations: greater access to talent, reduced bias, and stronger leadership teams equipped to handle modern challenges, according to the Kinsley|Sarn report. “For candidates, this approach opens doors to opportunities based on merit and potential rather than arbitrary qualifications,” it said. “Skill-based hiring is a game-changer in executive search, where decisions have long-term implications for organizational success. It ensures that every candidate—an experienced leader or an emerging talent—is evaluated fairly and comprehensively.”
Key Steps to Implement Skill-Based Hiring
Transitioning to a skill-based approach in executive search requires intentional effort and a rethinking of established processes. Kinsley|Sarn offers eight essential steps to building a hiring framework prioritizing expertise and leadership abilities over traditional markers.
1. Define and Prioritize Core Competencies.
“Begin by analyzing the specific goals and challenges of the executive role within your organization,” the report said. “Collaborate with stakeholders to identify the key technical and soft skills necessary for success, such as strategic vision, operational expertise, or transformational leadership. Break these competencies into measurable attributes, ensuring clarity and consistency in how they’re assessed across all candidates.”
2. Revise Job Descriptions to Reflect Skills.
Traditional job descriptions often rely on laundry lists of qualifications that may inadvertently exclude capable candidates, the Kinsley|Sarn report explains. “Replace rigid requirements like years of experience or specific degrees with detailed descriptions of the skills and outcomes the role demands,” the study said. “Structure descriptions around measurable performance indicators and organizational impact. We recommend attracting quality candidates that align with your vision using a candidate profile that describes the ideal skills, experience, and attributes needed for the role. A well-crafted candidate profile helps you define what you’re looking for and ensures you attract individuals who share your company’s values and can contribute meaningfully to your goals.”
3. Develop Comprehensive Assessment Frameworks.
The Kinsley|Sarn report also notes to go beyond resumes and interviews by integrating tools to evaluate candidates’ proficiency in critical areas. Conduct structured assessment frameworks tailored to the skills being assessed, ensuring they align with real-world challenges the executive is expected to tackle. The firm explains that this could include leadership simulations/presentations, structured problem-solving exercises, or competency-based evaluations.
4. Shift to Evidence-Based Interview Techniques.
“Redesign interviews to gather verifiable insights about a candidate’s skills and decision-making abilities,” the Kinsley|Sarn study said. “Incorporate structured questions that allow for a deep exploration of past achievements, leadership philosophies, and how candidates apply their skills to achieve outcomes. Avoid generic or overly theoretical questions and focus instead on eliciting specific, actionable examples from their career.”
Related: What Skills Do CEOs Need Today to Succeed
5. Leverage Advanced Tools and Technology.
The study also says to use technology platforms designed to support skill-based hiring. AI and data analytics can help identify hidden talent, analyze transferable skills, and highlight candidates who align with the role’s requirements. These tools also assist in minimizing bias by focusing on objective data rather than subjective impressions.
6. Implement Structured Scoring and Feedback Mechanisms.
“Standardize the evaluation process using scoring systems that measure how well a candidate’s skills align with the role’s demands,” the Kinsley|Sarn report said. “Train hiring teams to use these mechanisms to ensure consistency. Collect and analyze all stakeholders’ feedback to refine the approach over time.”
7. Balance Skills with Future Potential.
While current expertise is vital, executive roles often require adapting to evolving business landscapes, according to the Kinsley|Sarn study. Assess candidates’ learning agility, adaptability, and capacity to grow into future organizational needs. The explains to evaluate how their leadership style aligns with your long-term strategy, ensuring they’re prepared to address current and emerging challenges.
8. Integrate Organizational Alignment.
Beyond technical skills, successful executives must resonate with the company’s culture and vision. Establish clear criteria for cultural alignment and embed them in the hiring process. Kinsley|Sarn says that this ensures that candidates excel in their skills and contribute positively to the organizational dynamic.
“By adopting these steps, skill-based hiring becomes not just a method but a strategic advantage,” the Kinsley|Sarn report concluded. “It allows organizations to identify and onboard executive leaders equipped to deliver impactful results.”
Kinsley|Sarn is an Indianapolis, IN-based client driven executive search firm that has been in business for over 15 years helping clients through the identification, acquisition, and integration of exceptional leadership talent.
Related: The Skills That Help CEOs Make the Right Choices
Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media