By Bill Benson and Jeff McGraw
A key talent trend in 2025 relates to adjusting the long-standing hiring rubric. Large corporations, banks, and law firms have heavily relied on resumes that combine a degree from a respected university with aligning experience from a competitor or a characteristically similar environment. This hiring approach based on education, title, and specific company experience provided a tangible profile for recruiters to target, and it generally produced quality candidates. This begs the question… does similar or parallel experience ensure effective performance? I would argue this is not always the case. Other factors, including motivation, drive, soft skills, and cultural fit, often have a greater impact on performance.
As industries evolve and technology advances, the demand for critical capabilities has never been more essential. Organizations must shift from traditional role-based hiring to a skills or, better said, capabilities-based approach.
Why is this more important than ever?
- Technology Changes – Having the capability to adapt to the rise of AI and automation requires organizations to hire for technical proficiency, data literacy, and adaptability.
- Workforce Agility – Hiring based on critical capabilities rather than traditional job titles allows companies to build a more flexible workforce capable of pivoting as business needs change.
- Diversify the Candidate Pool – By focusing on skills or capabilities, companies can widen the pool of candidates to consider for different roles.
- Enhancing Competitive Advantage – Companies that focus on critical capabilities can drive innovation and efficiency and maintain a strong market position.
- Retention – Filling positions based on capabilities will increase the ability of internal candidates to qualify for positions offering growth opportunities and improving retention.
This concept of hiring for critical capabilities is even more important for middle-market, family-owned, and private equity-owned businesses. These organizations often compete against large corporations that have more resources. These smaller to mid-sized companies can pivot and change direction more quickly, but only if they have the right type of talent to adjust and lead that change.
You can begin by identifying the skills or capabilities most critical to helping your organization reach its goals. This might be found through a GAP analysis of skills your organization lacks. It may also be competencies or attributes deemed “critical to succeed” within your organization.
For example, we have a client with a high-performing leadership team who seeks individuals who can collaborate effectively. Their definition of collaboration encourages leaders to set egos aside, invite ideas, and actively debate major decisions. The best idea wins, whether it is the CEO’s idea or an idea generated from within a team.
Another client is moving their organization toward a more data-driven business approach. They are looking across functions for people with analytical ability such as advanced Excel skills, who have experience solving problems and making decisions using key data.
Examples of common “critical competencies” include:
- Agility – Ability to navigate constant change, including managing through ambiguity.
- Business Savvy – Ability to translate functional (HR, Finance, Operations) concepts and actions to support overall business goals.
- Critical Thinking – Solving problems by breaking them down and discovering the root causes and developing data-driven action plans that positively impact the business.
- Building Effective Teams – Leading through influence and bringing teams together to focus on driving results.
- Change Management – Actively lead and advocate for change in a digestible way.
- Strategic – Able to conceptually see what needs to be done to meet the future.
- Cultural Attributes – These may include compatible leadership and communication styles, e.g., servant leadership or other aligning work styles and personality strengths.
The key to success within an organization is cultivating a broad range of capabilities that transcend traditional “resume based” attributes. Gaining a clear understanding of those unique factors will give you an advantage in hiring and vetting the right candidates. Adopting this “critical skills or capabilities” hiring approach will help ensure resilience, long-term success, and a future-ready organization.
Happy Team Building!