01
Start with the work
A job title is a useful introduction. It is rarely the whole story. Skills-first hiring begins by defining the work someone needs to do, then gathering evidence that they can do it.
02
Separate essential from learnable
Start with three to five outcomes for the role’s first six months. Translate those outcomes into capabilities, and distinguish what must be present on day one from what can be learned with the right support.
03
Design a relevant work sample
A practical assessment should resemble real work without asking candidates to complete a free project. Give each person the same brief, the same preparation time, and a clear explanation of what will be evaluated.
Make the process clear enough for people to participate with confidence.
04
Make evidence comparable
Use a shared scorecard before interviews begin. Interviewers should record evidence independently before discussing a candidate together. This creates a clearer conversation about demonstrated ability and reduces reliance on first impressions.
05
Keep the process human
A skills-first approach works best when it stays human. Explain your process, offer reasonable adjustments, and leave space for candidates to show strengths that your original brief may have missed.
PUT IT INTO PRACTICE
Try this with your next brief
Replace one broad requirement with an observable outcome. Instead of asking for “excellent stakeholder management,” describe the situation in which the person must bring competing priorities together. Then decide how a candidate could demonstrate that capability.
- Define outcomes before requirements.
- Use a short, relevant work sample.
- Evaluate evidence against a consistent scorecard.
- Make the process clear and accessible.