Skills Over Degrees: How to Lead With Competencies

Let’s be honest—recruiting in 2025 looks very different from five years ago. Gone are the days when a degree was the gold standard for every hire. More and more UK businesses are shifting toward what really matters: skills, mindset, and the ability to get the job done.

So why is the shift happening, and how can your company stay ahead by hiring for competencies instead of credentials?

Let’s break it down.

The Degree Dilemma

There’s no denying that degrees still have value, especially in fields like law, medicine, or engineering. But in many sectors—admin, logistics, tech support, marketing, customer service—they’re no longer a true measure of ability.

Think about it: how many times have you hired someone with a glowing academic background, only to find they lack practical problem-solving or communication skills?

On the flip side, there are self-taught developers, customer service stars, and logistics whizzes who never set foot in a university—but can run rings around more “qualified” candidates.

With the rise of remote learning, bootcamps, YouTube tutorials, and short-form professional courses, anyone with drive and curiosity can build real-world skills. And that’s exactly what many are doing.

Why the Shift to Skills Is Accelerating

Several trends are pushing this change forward:

1. AI Is Eating Entry-Level Roles

A recent report showed a 33% drop in entry-level roles in the UK since the launch of AI tools like ChatGPT. Employers are automating routine admin and content tasks, meaning they’re hiring fewer people—but expecting more capability per hire.

If you’re hiring fewer staff, you can’t afford for those hires to be “learning on the job” for six months. You need people who can contribute now, not just ones who wrote a dissertation three years ago.

2. The Speed of Change

Digital tools and workflows evolve so quickly that traditional education struggles to keep up. According to Hays, 74% of professionals are now seeking new skills related to AI and automation.

3. Diversity & Inclusion

Hiring based on degrees often filters out brilliant talent from non-traditional or underrepresented backgrounds. Shifting to skills-first hiring not only increases access but also supports fairer hiring.

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What Is Skills-Based Hiring, Really?

Skills-based hiring means evaluating candidates on what they can do, not just what they’ve studied. It focuses on:

• Practical abilities (e.g. copywriting, coding, client handling)
• Transferable soft skills (e.g. adaptability, problem-solving, empathy)
• Real-world outcomes (e.g. portfolios, past projects, assessments)

No more relying on assumptions based on where someone studied.

How to Make the Shift in Your Hiring Process

Ready to lead with skills? Here’s how to start.

1. Rethink Job Descriptions

Skip vague language like “must have a 2:1” or “3+ years’ experience.” Replace with role-relevant expectations, like:

✅ “Able to manage customer queries across email and WhatsApp using CRM tools like HubSpot or Freshdesk”
✅ “Can write clear, engaging social media copy with a friendly tone”
✅ “Comfortable juggling multiple client deadlines using Trello or Asana”

More specific = more effective.

2. Use Skills Tests & Task-Based Interviews

Instead of wading through CVs, use short practical tests:

• Ask a virtual assistant to prioritise a chaotic inbox.
• Ask a candidate to write a quick response to a sample client complaint.
• Ask a junior designer to tidy up a web banner in Canva.

You’ll instantly see who can deliver—and who just sounds good on paper.

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3. Spot Growth Potential

Skills-first hiring isn’t just about what people can do today—it’s about identifying self-motivation and learnability. Candidates who’ve self-taught via Coursera, built freelance portfolios, or changed careers often bring creativity and grit. These are the kinds of people who grow with your business

Do Degrees Still Matter?

Sure—but they should be a bonus, not a barrier.

“Nice to have” ✅
“Must have” ❌

By removing degree filters, you open the door to a wider, often more skilled and hungry talent pool.

Real Companies, Real Results

Global companies like Google, IBM, and even the UK Civil Service have relaxed or removed degree requirements for many roles. They’ve embraced competency frameworks instead—why? Because it works.

And you don’t need a giant HR department to do the same. If you’re a growing business, agency, or startup, hiring for real-world skills gives you an edge.

Final Thought: Talent Lives Outside the CV

he best hire you make this year might not come from a red-brick university. They might be self-taught. They might be changing careers. They might not look “perfect” on paper.

But if they can solve problems, communicate well, and hit the ground running—why wouldn’t you want them on your team?

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