Skills-Based Hiring Trends

STATE OF THE PRODUCT JOB MARKET IN EARLY 2026 In spite of the headlines about layoffs and AI taking jobs, we’re actually seeing a lot of promising signs in tech hiring, and some interesting new trends: 1. PM openings are at the highest levels we’ve seen in over three years 2. AI hasn’t slowed the demand for software engineers (at least not yet) 3. AI roles in general are absolutely exploding 4. Design roles have plateaued 5. The Bay Area is increasing in importance 6. Remote work opportunities continue to decline 7. Despite ongoing layoffs, the overall number of tech jobs continues to grow Full report: https://lnkd.in/gHPzuDJa While these numbers are promising, I know a lot of people are having a hard time finding a job right now. And more openings doesn’t automatically mean people are finding jobs more quickly. For anyone in that situation, first of all, I’m sorry. Second, I’m working on ways to help. Until then, check out the end of the post above for a bunch of resources I’ve collected that’ll improve your odds of landing a gig. This analysis is based on data from TrueUp, one of my favorite collaborators and sources of data. They track job openings at tech companies and top startups around the world (over 9,000 companies) and make it easy to browse open gigs. Their data looks at roles at tech companies—the most sought-after and lucrative jobs. (It doesn’t include roles at non-tech companies and consulting agencies.) Browse open roles here: https://trueup.io/jobs

Imagine you're the CFO of a global company and someone pitches you a recruitment automation solution that will do the work of 400 recruiters and save you $30M per year. What would you do? When I was at LinkedIn's Talent Connect in October, I attended a workshop with John Vlastelica in which he shared that a global company had decided to implement a recruiting automation solution that would allow them to save $30M in costs by eliminating 400 recruiter positions. They also reduced the time to hire from 11 days down to 3. He shared that another company had used recruitment automation software to hire 300,000 workers with minimal human involvement - people only came into the process after background checks had been performed. They also maintained candidate quality and candidate experience while increasing the speed of hire. These kinds of case studies should not surprise anyone, although it is sobering to anyone in talent acquisition - the rapid advancement of AI and automation in recruiting is both exciting and concerning. On the one hand, the potential for efficiency gains, cost savings, and improved candidate experience is huge and undeniable, as these examples demonstrate. On the other hand, we must also be mindful of the human impact - thousands of recruiters are seeing their roles transformed or eliminated. As talent acquisition professionals, it's important to be thinking about how to adapt and provide value in this changing landscape. Some key questions to consider: -How can we upskill and position ourselves to work alongside AI rather than be replaced by it? -What are the uniquely human elements of recruiting that AI can't replicate, and how do we double down on those? -How might our roles evolve to focus more on passive talent sourcing, talent intelligence/advisory, strategic workforce planning, employer branding, candidate engagement, and employee experience? For companies considering or implementing recruitment automation, I believe it should be a thoughtful, strategic decision - not just a blind cost-cutting measure. Here are some key considerations: -What is the optimal mix of human and automated touchpoints to balance efficiency and candidate experience? -How will the balance of AI and human involvement vary based on the labor market dynamics for each role? Roles with talent scarcity may require more human touch to attract and engage candidates, while high-volume roles with ample supply lend themselves to greater automation. -How will we redeploy or reskill displaced recruiters? -How do we maintain our employer brand and human touch with increased automation? The future of recruiting is undoubtedly both human and machine - but the mix is up to each company and may vary by role/department. I'm curious to hear your thoughts - have you been impacted by AI/automation? How are you and/or your company preparing for the intersection of AI/automation and recruiting? #AI #Recruiting #FutureOfWork

Hire Employees Based on Their Degree. In 2023, hiring employees should prioritize skills, adaptability, and cultural fit over degrees. 1. Define Your Hiring Needs Begin by understanding your company's specific needs for the role. Create a detailed job description outlining responsibilities, skills required, and goals. Instead of listing a degree as a requirement, focus on competencies like problem-solving, communication, or project management skills. Example: If you're hiring a sales manager, emphasize the need for a candidate with a proven track record in meeting sales targets and leading a team effectively. 2. Develop a Skill-Based Evaluation Process. Shift your hiring process towards assessing skills and competencies. Design interviews and tests that directly measure a candidate's ability to perform the tasks required for the role. Avoid questions that solely revolve around their educational background. Example: Ask the candidate to provide a sales pitch or a strategic plan to evaluate their practical abilities. 3. Prioritize Soft Skills and Cultural Fit Soft skills like adaptability, teamwork, and communication are often more valuable than degrees. Assess how well a candidate aligns with your company's culture and values during interviews. Seek team players who can contribute positively to your work environment. Example: Inquire about a time when the candidate resolved a conflict within a team or adapted to a sudden change in a previous job. 4. Consider Alternative Qualifications Be open to candidates with alternative qualifications such as certifications, online courses, or relevant work experience. These demonstrate a commitment to learning and a practical understanding of the field. Example: Someone without a degree but certified in project management may bring valuable skills to your project management team. 5. Implement a Trial Period To ensure the right fit, offer a trial period or a project-based assignment. This hands-on experience allows you to assess a candidate's performance in a real-world context. Example: Have a candidate work on a temporary project alongside your team to evaluate their contributions. 6. Focus on Growth Potential Look for candidates who are eager to learn and grow within your organization. Ask about their long-term career goals and how they plan to achieve them. Example: A candidate who expresses a desire to take on leadership roles and outlines steps for skill development showcases their potential. PS: DM Me "CALL" for a 1-1 Free discovery session. #corporatetrainer #softskillstrainer #imageconsultant #imageconsulting

I’ve spent over two decades inside SThree. Over that time, I’ve seen how quickly small shifts in the market turn into much bigger challenges. We’re at one of those points again now across STEM. The pressure is already showing up: – Teams being built around projects, not permanent structures – Skills gaps affecting delivery, not just hiring plans – Fewer entry-level roles as automation reshapes how work gets done What matters now isn’t recognising the change, most organisations can see it. The real challenge is acting early enough. Because once these gaps widen, they become much harder to close. One question I think we’re not asking enough is where the next generation of leaders will come from if those early career pathways continue to shrink. That sits behind a lot of the thinking in 40 Forward, which we’re launching today in honour of SThree’s 40th birthday. It brings together what we’re seeing across markets, alongside forward-looking insight from futurist Tom Cheesewright,  including how teams, skills, and organisations are likely to evolve from here. For me, the organisations that navigate this well are usually the ones that move earlier than they feel comfortable doing. I’ll be sharing more on this over the coming weeks, including a conversation with Tom Cheesewright on what this looks like in practice. If you’re seeing similar challenges, I’d be interested to hear how you’re approaching them. 🔗 You can read the full report here:  https://lnkd.in/en8_6Az9

The most important skills today and in the next years will be human capabilities: critical and analytic thinking, resilience, leadership and influence, overlaid with technological literacy and AI skills to amplify these human capacities. World Economic Forum's new Future of Jobs Report provides a deep and broad analysis of the drivers of labour market transformation, the outlook for jobs and skills, and workforce strategies across industries and nations. It's a really worthwhile deep dive if you're interested in the topic (link in comments). Here are some of the highlights from the Skills section, which to my mind is at the heart of it. 🧠 Analytical Thinking Leads Core Skills. Skills like analytical thinking (70%), resilience (66%), and creative thinking (64%) top the list of core abilities for 2025. By 2030, the emphasis shifts even more towards AI and big data proficiency (85%), technological literacy (76%), and curiosity-driven lifelong learning (79%). This shift underscores the critical role of technology and adaptability in future workplaces. 📉 Skill Stability Declines but at a Slower Rate. Employers predict that 39% of workers' core skills will change by 2030, slightly lower than 44% in 2023. This reflects a stabilization in the pace of skill disruption due to increased emphasis on upskilling and reskilling programs. Half of the workforce now engages in training as part of long-term learning strategies compared to 41% in 2023, showcasing the growing adaptation to technological changes . 🌍 Economic Disparities in Skill Disruption. Middle-income economies anticipate higher skill disruption compared to high-income ones. This disparity highlights the uneven challenges of transitioning labor forces across global regions, particularly in economies still grappling with structural changes. 🚀 Tech-Savvy Skills in High Demand. The adoption of frontier technologies, including generative AI and machine learning, is increasing the demand for skills like big data analysis, cybersecurity, and technological literacy. These trends indicate that businesses are aligning workforce strategies to integrate these advancements effectively. 📚 Upskilling Is the Norm, Not the Exception. By 2030, 73% of organizations aim to prioritize workforce upskilling as a response to ongoing disruptions. This reflects a shift in corporate investment priorities towards human capital enhancement to maintain competitiveness.

Just as with may of my industry peers, we are moving from how to optimize on an existing TA strategy to how do we rethink the entire purpose of our function.  We all know more than ever that it's not about filling roles fast-  it's about strengthening organizational capability.  Talent acquisition is moving faster than ever from a fulfillment function into a strategic talent engine. The metrics that matter are changing: organizations are moving away from time-to-fill and cost-per-hire and toward actual business outcomes. Josh Bersin's latest research emphasizing talent density is THE point. In practice, that's combining efficiency with effectiveness. It's precision workforce planning — sharing data and intelligence across HR, TA, and the business to understand where talent is best deployed, not just where there's an open req. It means moving beyond filling requisitions to optimizing the health and strategic value of the entire talent pool. Here's what that looks like operationally at ServiceNow: we're designing approaches to strategically move talent across the business to where it's most needed. Not defaulting to external hiring. Not settling for misalignment. Building organizational capability by placing the right people in roles where they can have the highest impact. ServiceNow University gives people the skills foundation. And talent density compounds when you're deploying those capabilities strategically at enterprise scale - solving transformation problems for 8,800+ customers, where the impact of strategic placement ripples company-wide. That's when talent becomes genuinely valuable. The organizations that emerge transformed won't be the ones who hired the fastest. They'll be the ones who optimized for talent density and who strengthened enterprise capability by moving talent with intention. #TalentStrategy #TalentAcquisition #WorkforceStrategy #LeadershipDevelopment #FutureOfWork #ServiceNow 

What trends will shape India’s tech job market this year? Here’s my take: 1. The remote revolution continues: The hybrid work approach, which combines office and remote work, is projected to endure. Companies are embracing remote-friendly employment, creating chances for people across geographies. 2. Skills in High Demand: The demand for data engineering, AI, blockchain, and cybersecurity is increasing. Professionals with knowledge in these areas are expected to enjoy more lucrative employment opportunities and higher demand as firms pursue digital transformation. 3. Innovation Hubs Are Redefining Landscapes: Emerging technology clusters are reshaping career opportunities. Cities and regions that place a high value on innovation and technology are becoming job creation hotspots, attracting both individuals and businesses. 4. Digital Transformation Across Industries: Industries are leaning heavily into technology, leading to a rising demand for IT experts. As businesses strive for digital transformation, professionals skilled in implementing and managing tech solutions will be in high demand across various sectors. 5. Upskilling as a Priority: The rapid evolution of technology necessitates continuous learning. Upskilling and staying current with the latest trends and technologies will be essential for professionals to remain competitive and relevant in the ever-changing tech landscape. 6. Focus on Cybersecurity: With the increasing reliance on digital platforms, there's a growing need for cybersecurity experts. The constant threat of cyber-attacks makes cybersecurity a critical aspect of any tech-driven organization, leading to a surge in demand for professionals in this field. 7. Artificial Intelligence Integration: AI is becoming more integrated into various business processes. Jobs related to AI development, machine learning, and data science are expected to see significant growth as companies seek to leverage the power of AI for efficiency and innovation. 8. Sustainability Tech Roles: As sustainability gains prominence, there's a rising demand for tech professionals who can contribute to green and sustainable practices. Roles related to developing and implementing eco-friendly technologies may see an increase in demand. The tech #job market is evolving rapidly, driven by #remote #work trends, a focus on key #technologies, the emergence of innovation hubs, digital transformation across industries, and the imperative for continuous upskilling. Professionals who adapt to these trends and cultivate in-demand #skills will find themselves well-positioned in the dynamic world of technology careers. #TechWrapIndia #JobsonTheRise #LinkedInNewsIndia LinkedIn News India LinkedIn News

Tech jobs are changing fast, and staying ahead means adapting to a whole new way of working. AI now generates 25% of Google’s code. This shows how the role of software engineers is evolving. It’s less about just writing code and more about quality checks, refining AI-generated outputs, problem-solving, and figuring out how to integrate AI into projects. What’s even more interesting? Employers are shifting their priorities.  •⁠ ⁠66% of business leaders now prioritise candidates with AI skills •⁠ ⁠71% would prefer to hire someone less experienced but AI-savvy over a seasoned professional without AI expertise (As per the 2024 Work Trend Index by Microsoft and LinkedIn) So, the message is very clear: AI skills are no longer optional, they’re critical! And now’s the time to adapt and upskill if you want to keep pace with the future of work.

The Future of Talent Acquisition Isn’t What Most People Think. Every week I see another headline: “AI is coming for recruiters.” I think we’re asking the wrong question. AI isn’t replacing Talent Acquisition. It’s replacing the parts of Talent Acquisition that recruiters never really wanted to do in the first place. 🤖 Scheduling interviews. 🤖 Writing generic job adverts. 🤖 CV screening. 🤖 Interview notes. 🤖 Reporting. 🤖 Admin. That’s not where the real value of recruitment has ever lived. Over the next five years, I think we’ll see the biggest shift our profession has experienced since LinkedIn transformed sourcing. Recruiters won’t be judged by how many CVs they can review. They’ll be judged by whether they can answer questions like: ❓Should we even hire this role? ❓Could AI automate part of this job? ❓Can we redeploy someone internally instead? ❓What skills will this business need in two years’ time? ❓How do we assess potential rather than just experience? The recruiter of the future becomes less of a talent finder… …and more of a Talent Advisor. Job descriptions will evolve into skills profiles. Internal mobility will become just as important as external hiring. AI will make interviews more consistent, reduce bias and remove admin—but it won’t replace human judgement. And here’s what I think will separate great Talent Acquisition teams from average ones… Everyone will have access to similar AI tools. ❌ Not everyone will have trusted relationships with hiring managers. ❌ Not everyone will know how to influence a difficult stakeholder. ❌ Not everyone will know how to close exceptional talent. ❌ Not everyone will understand the commercial impact of a hiring decision. Technology will commoditise process. Human expertise becomes the differentiator. The recruiters who simply process vacancies should be worried. The recruiters who solve business problems, influence leaders and understand people have never had a bigger opportunity. The future of Talent Acquisition isn’t less human. It’s more human than ever. What’s one skill you think every recruiter will need by 2031?

43% of hiring managers can't spot skills in resumes. I fixed that. Skills beat resumes every time. Traditional hiring methods miss talented people who can do the job but don't show up well on paper. Here's how to find hidden gems using a skills-based approach ↓ 1. Send tests before checking resumes: Why it works: 92% of employers say skills tests find better candidates than resumes do. Action: → Create an automated process to send assessments to all applicants before looking at their job history. 2. Focus on what they'll actually do: Why it works: Real job tasks show true abilities better than past titles. Action: Design practical tests based on daily responsibilities. → Give candidates real scenarios to solve. 3. Look at data, not degrees: Why it works: Measurable results cut through bias and show who can really perform. Action: Build clear scoring guides for all assessments. → Compare candidates using numbers, not gut feelings. 4. Think "add" not "fit": Why it works: Different viewpoints make teams stronger. Action: Look for people who share your values but bring fresh perspectives and new ways of working. Stop missing out on great talent. Test skills first, and read resumes later. — 📌 If you agree (and want to support my work): → Like → Repost Thank you!