Fair recruitment is not about giving someone a job if they don’t have the right experience, qualifications, or abilities. Actually, it’s the opposite - it’s about making sure the best candidate gets the role. But sometimes, we don’t see things clearly. Unconscious bias creeps in. Maybe we assume someone will be great because their name sounds familiar, they share our hobbies, or they worked at a big-name company. But here’s the problem - when we do that, we risk overlooking the actual best candidate.
Hiring isn’t just about picking the “best” candidate on paper - it’s about figuring out what actually makes someone successful in the role. So, how do we do that?
From merit-based to skills-based hiring
In an ideal world, hiring would be purely merit-based - where skills, experience, and potential determine success, free from bias or privilege. And that sounds great, right? But in reality, it’s not that simple. Not everyone has had the same access to education, networking opportunities, or career advancement. So, if we only look at traditional markers like degrees and job titles, we might still be filtering out the best candidates.
That’s where skills-based hiring comes in. It builds on the principles of merit-based hiring but shifts the focus from past credentials to actual abilities. Instead of just scanning résumés for big-name universities or impressive job titles, skills-based hiring looks at what a candidate can do - through assessments, case studies, and hands-on evaluations.
It’s not about lowering the bar - it’s about measuring the right things that truly indicate future job performance.
The future of hiring
The future of hiring shouldn’t be about choosing between merit-based and skills-based hiring - it should be about adopting the best parts of both. True fairness and finding the best candidate are the same thing. It’s not just about selecting someone who looks good on paper; it’s about critically assessing what the role actually requires.
Does the job truly demand a specific degree, or is relevant experience just as valuable? Instead of starting with a rigid checklist of educational requirements and years of experience, we need to flip the script. Start with the tasks of the role - what does success in this position really require?
By shifting our focus from what looks good on a résumé to what works in practice, we create a hiring process that is not only fairer but also more effective. And when we do that, everyone wins - the company, the team, and, most importantly, the people who finally get the opportunities they deserve.
Three ways to start hiring more fairly – and find the best candidate
- Focus on skills, not just credentials: Instead of filtering candidates based on degrees or years of experience, start by defining the core skills needed for the role. Use skills assessments, case studies, or practical tests to evaluate candidates based on what they can do rather than just what’s on their résumé.
- Standardize the hiring process: Unstructured interviews and “gut feelings” leave room for unconscious bias. Create a clear, structured process with predefined criteria for evaluating candidates. Score responses based on role-specific skills and competencies to ensure every applicant is assessed fairly.
- Broaden your talent pool: If you always hire from the same universities, companies, or networks, you might be missing incredible talent. Expand your search by considering candidates from non-traditional backgrounds, bootcamps, or industries with transferable skills. More diversity in experience leads to better teams.
By making these small but meaningful shifts, companies can create a hiring process that’s both fair and effective - ensuring the best candidate actually ends up in the job.
