New OneTen Study Reveals Pathways for Skills-First Hiring Success

OneTen, a nonprofit organization dedicated to enhancing career opportunities for individuals without traditional four-year degrees, has published a new study titled "Insights from Hiring Managers: How Employers Can Turn a Skills-First Mindset into Sustained Impact." With this report, the organization aims to shed light on the potential and challenges associated with implementing skills-first hiring practices.

Conducted in collaboration with Ipsos, this research builds upon OneTen's 2023 survey that gauged hiring managers' perceptions of skills-first recruitment methods—an approach that prioritizes a candidate's inherent abilities and skill sets over traditional indicators such as degrees, years of experience, or job titles. The findings reveal crucial factors shaping the execution of skills-first hiring and highlight barriers that companies must overcome to make meaningful progress.

Findings of the Study

One of the most notable outcomes of the study indicates that while support for skills-first hiring is robust—with 86% of hiring managers endorsing the approach—actual implementation remains inconsistent. Only about one-third of those surveyed report that they consistently apply skills-first hiring practices across their teams.

The research identifies several procedural, personal, and structural barriers that hinder the effective adoption of skills-first strategies. Notably, 40% of hiring managers expressed difficulties in assessing skills directly. Furthermore, nearly half of the respondents reported lacking formal training on how to define skills, and a striking 30% found skill requirements in job descriptions to be unclear.

Challenges to Implementation

Concerns about making the wrong hiring decision were also prevalent, with around one-third of respondents citing this fear. Additionally, resistance from leadership and colleagues proved to be significant obstacles, affecting 24% and 23% of managers, respectively. One in five reported insufficient internal resources and expertise to facilitate skills-first hiring. Alarmingly, only half of the managers have undergone training in this area, despite over 70% expressing a desire for support, particularly in defining and evaluating skills.

Interestingly, the perceived benefits of skills-first hiring appear to be more significant among organizations that have either fully or partially adopted these practices. For instance, hiring managers within these organizations report a 91% likelihood of identifying more qualified candidates compared to 68% among those still pilot testing or not yet implementing skills-first hiring. Similarly, the efficiency benefit stands at 87% versus 60%, and for retention, the figures are 86% against 58%.

Moreover, legacy hiring processes still pose threats to inclusive talent acquisition, with 25% of job postings requiring degrees and 19% of hiring managers admitting that candidates without four-year qualifications are filtered out before they can even apply.

Building a Skills-First Culture

To foster the successful integration of skills-first hiring, the report outlines a strategic roadmap. This includes aligning leadership and hiring managers around a coherent business case, modernizing job roles and descriptions to emphasize skills, and equipping hiring managers with necessary tools, training, and communication strategies to enhance their confidence in implementing these practices.

Data-driven narratives play a crucial role in reinforcing the value of skills-first hiring. Hiring managers tend to respond positively to arguments highlighting tangible business benefits—such as improved efficiency (84%), enhanced performance (85%), and better retention (83%)—backed by real success stories.

In summary, OneTen's research underscores a significant shift in recognizing the value of skills over traditional criteria in hiring practices. Organizations that are willing to embrace this paradigm shift stand to realize substantial benefits, thereby transforming their talent pipelines and promoting economic mobility.

For more insights and to access the full report, visit OneTen's blog and explore their critical findings on closing the opportunity gap in today's workforce.

Methodology

The study surveyed 400 hiring managers from U.S.-based companies with 500 or more employees between May 15 and June 2, 2025, supplemented by qualitative focus groups conducted in June 2025. The participants were selected based on their manager-level position or higher, possessing final or shared hiring decision-making authority. Importantly, respondents were not affiliated with OneTen's coalition companies.

About OneTen

OneTen is committed to creating opportunities for talent without four-year degrees, collaborating with leading CEOs and organizations to reshape hiring and advancement practices through skills-first strategies. By eliminating degree prerequisites and emphasizing skills, OneTen aims to improve economic mobility and invest in America’s diverse workforce. Visit OneTen.org to learn more.