Hiring is at a crossroads. Organisations are waking up to the limitations of traditional hiring methods that rely on resumes and degrees rather than verified skills. 63% of employers say it’s harder to find quality talent, and 59% of candidates struggle to stand out using resumes. That’s why 85% of companies have adopted skills-based hiring in 2025. Employers using skills assessments report higher satisfaction, lower mis-hire rates, and better retention — yet many HR leaders are still unsure how to operationalise these practices effectively.

With degree requirements declining and AI rapidly reshaping recruitment, traditional hiring filters are being replaced by verified skills, cognitive ability, and cultural alignment. But success doesn’t lie in just implementing tests — it requires a holistic strategy rooted in job analysis, behavioural insight, and continuous refinement. Skills-first hiring done right unlocks stronger performance, faster time-to-hire, and deeper diversity across your workforce.

Learn how to move beyond outdated hiring processes, leverage the latest tools and technologies, and build a hiring strategy rooted in skills, potential, and cultural alignment. Learn from leading HR practitioners already putting these ideas into action within large, complex organisations.

Discussion points

How to Replace Resumes with Reliable Skills Signals: Learn how world-class TA Executives are using multi-measure assessments (cognitive, soft skills, role-specific) to evaluate real-world capability over pedigree.
How to leverage AI to enhance, not replace, human decision-making: Discover how leading companies are using AI tools to reduce bias, improve efficiency, and validate skills.
How to Design a Holistic, Bias-Reducing Hiring Funnel: Explore where to integrate assessments in the process to increase fairness and reduce screening bias before CVs are even viewed.
How to measure the impact of skills-based hiring on business outcomes: Understand how to track, report, and demonstrate the value of skills-first hiring to the C-suite.