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In an era where innovation outpaces institutional learning, the traditional résumé is under siege. A new survey by Express Employment Professionals and The Harris Poll reveals a deepening disconnect between how employers hire and what job seekers value. The key takeaway? Candidates overwhelmingly prefer skills-based hiring over degree-based filtering. In fact, 87% of job seekers say companies should prioritize skills over formal degrees, and 79% believe they are being passed over not due to lack of skills, but due to employers’ unwillingness to train.
This isn’t just a call for change—it’s a blueprint for the future of hiring.
1. The Training Gap Is the Real Skills Gap
For years, companies have pointed to a “skills gap” as a hiring roadblock. But job seekers see it differently. According to the survey:
- 79% of job seekers say the real issue is a training gap, not a skills gap.
- 74% believe companies should be more flexible with requirements to find the right person.
The implication is clear: candidates believe they have the potential to thrive—but employers are too rigid to take a chance. Rather than lamenting a lack of perfect-fit talent, businesses could unlock greater potential by investing in onboarding, mentoring, and continuous learning.
2. Core Skills Matter More Than Credentials
Interestingly, job seekers across all generations agree on what truly matters in the workplace:
- Over 80% prioritize soft skills like communication, work ethic, problem-solving, and accountability.
- Only 71% rate technical skills and 69% cultural fit as essential.
This shift toward valuing adaptability and behavior over hard credentials aligns with the evolving nature of work, where automation and AI continue to change what technical expertise even means.
3. Generational Divide: Gen Z and Millennials Push Back
Younger generations are leading the charge for reform:
- 77% of millennials and 71% of Gen Z say job requirements are too strict.
- 71% of Gen Z, millennials, and Gen X want to see education requirements waived.
These workers aren’t anti-qualification—they’re pro-potential. For digital natives who’ve grown up learning from YouTube, online bootcamps, and open-source communities, knowledge acquisition doesn’t require a college diploma. Employers who ignore this risk alienating tomorrow’s workforce.
4. Employers Are Slowly Coming Around
Change is happening—but not fast enough.
83% of hiring managers have waived at least one requirement in the last year.
- 47% waived experience
- 34% waived degrees
- 34% waived soft skills
- 29% waived hard skills
- 8% waived certifications
69% of employers are open to waiving degrees—but 35% admit they don’t know how to assess certifications or online learning.
This last figure is telling. There’s openness to skills-first hiring, but a lack of infrastructure to validate nontraditional qualifications. The solution? Companies need better tools and training for hiring teams to evaluate alternative credentials and assess real-world capability.
5. Skills-Based Hiring Drives Retention
The data doesn’t just support fairer hiring—it supports smarter retention:
- 89% of job seekers say they’d stay longer at companies that invest in training.
In a market where turnover costs companies millions, this is a significant insight. Candidates are not only looking for a job—they’re looking for career growth. A company willing to upskill employees can secure loyalty and reduce churn.
6. Moving Forward: A Hybrid Hiring Philosophy
Skills-based hiring doesn’t mean abandoning standards; it means redefining them in the context of today’s realities. A hybrid approach that blends soft skills, technical know-how, and growth potential, regardless of where or how it was acquired, is the way forward.
Also read: Here’s How Technical HR Planning Can Bring a Shift to Business Efficiency
Hire for What’s Next, Not What Was
This survey makes a compelling case: the job market of 2025 is not about degrees on paper, but skills in practice. Employers who adapt to this new reality will not only attract better candidates but will also build more resilient, loyal teams.
It’s time to stop asking, “What school did you go to?” and start asking, “What can you do—and are you willing to grow?”
