HR Query: Degrees Out, Skills In—The Future of Hiring is Here

In today’s fast-changing job market, a big shift is happening: more companies are focusing on what talent can do rather than just what degrees they have. Big names like Tesla and Google are leading the way, no longer requiring four-year degrees for certain jobs.

This week on HR Query, we’re joined by Heidi Barnett, President of Talent Acquisition Solutions at isolved. She believes this change marks the beginning of the end for old-school resumes. Barnett shares her insights on what this move to skills-based hiring means for everyone—both job seekers and employers.

So, why are more companies moving away from traditional job requirements like degrees, and focusing more on skills?

According to Barnett, several key reasons are driving this shift:

1. AI’s Impact: New AI tools are quickly changing how we work, making skills like agility, quick learning, and adaptability crucial. Employers need people who can master these new technologies. In fact, 71% of leaders prefer hiring someone with AI skills over a more experienced candidate without them.
2. Filling Talent Gaps: Industries like retail and manufacturing face huge skills shortages (62% of HR leaders report a talent crisis). To fill these roles, companies are focusing on candidates who show potential, a positive attitude, and a willingness to learn, then providing training for specific technical skills.
3. Supporting Career Changes: Many workers are making career shifts (like from government to private sector). While they might lack traditional experience, they often have strong “soft skills” like customer service or public speaking. HR teams are evolving to look beyond formal qualifications to see true potential.

As skills become a larger focus for employers, how might this impact the traditional resume?

HB: The traditional resume, a static document listing education and job titles, is quickly becoming outdated. With more hiring teams using AI-powered tools to screen applicants, candidates can’t just rely on formatting tricks or the right buzzwords to get through. They need to be more intentional about how they share their story – what they’ve done, how they work, and where they add value.

We’re seeing a real shift toward resumes that highlight outcomes, not just responsibilities. HR teams want to know what someone actually accomplished, not just what was on their job description. That could mean including a quick story about solving a messy process issue or launching something new, paired with the impact it had. A line like “led implementation of a new system that cut processing time by 40%” carries more weight than “responsible for managing operations.”

Soft skills matter more than ever, but they’re harder to communicate, which is why showing them in action is so important. I’m not talking about listing “great communicator” under a skills section. I mean giving context that shows you’ve handled challenges, worked cross-functionally, or adapted quickly in the face of change.

In some industries, we’re already seeing the resume take a backseat to things like skills assessments, work samples, or video interviews that offer a more real-world view of what someone can do. The resume isn’t going away entirely, but it’s definitely evolving – and the candidates who evolve with it will stand out.

How does this shift change how HR teams review and select candidates? What do recruiting teams need to keep in mind to recruit top talent?

HB: First, we need to let go of the idea that there’s such a thing as a “perfect candidate.” That mindset leads teams to over-index on checkboxes and miss out on people who could bring fresh ideas and long-term value. No two candidates are the same – and that’s actually the point. Some of the best hires I’ve seen didn’t fit the traditional mold, but they brought curiosity, grit, and a willingness to learn, which ultimately made all the difference.

Recruiters need to get really clear on what actually drives success in the role. Sometimes it’s technical, like knowing Excel, SQL, or Python for an analyst role. But more often, especially in service-based or customer-facing jobs, it’s things like communication, empathy, or adaptability that matter more. Getting aligned internally on what you’re really hiring for helps shift the focus from just ticking boxes to identifying people with the potential to thrive and grow in the role.

Pre-hire assessments can be a huge help here. Whether it’s a cognitive skills test, a personality profile, or a situational judgment assessment, they give hiring teams a much more realistic sense of how someone might show up on the job. You’re not guessing based on a résumé – you’re seeing how they think, respond, and approach problems that actually matter to the role.

The best hiring decisions come from seeing the whole person – not just what’s on paper, but how they think, adapt, and show up when it counts.

What changes must HR teams make to job descriptions to fit this new model of hiring?

HB: One of the most impactful shifts HR teams can make is changing how they approach job descriptions – not just as a list of qualifications, but as a marketing tool for the role. That starts by removing the “preferred qualifications” section, which often deters great candidates from applying. Research shows that many qualified applicants, especially women and underrepresented groups, won’t apply unless they meet nearly every requirement. If it’s not essential to success in the role, it shouldn’t be in the listing.

Instead, lean into clarity and connection. Think about what will attract the right candidate, not just weed people out. That includes describing what success looks like in the role and painting a picture of the day-to-day work.

It’s also important to write like a real person. Remove internal jargon. Use second person language like “you will” instead of “the candidate will.” And be honest about what’s hard, what’s exciting, and what makes your company worth choosing. Candidates don’t just want a job. They want to work somewhere they connect with. Ultimately, hiring isn’t just about filtering for fit. It’s about attracting the right people and inspiring them to apply. A great job ad can help you do exactly that.

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