The Future of Hiring Isn’t About Skills—It’s About Fit

We’re Looking at Talent the Wrong Way

The way we hire today is built around a single idea: Find candidates based on their ability to do the job right now. If they check all the boxes, they move forward. If they don’t? They’re out.

It sounds logical, but this approach is quietly eliminating an entire pool of high-potential talent.

Who Are These People?

The ones missed by traditional recruiting methods—because they don’t have every skill (yet).
The people already in your organization—disengaged, waiting for the right opportunity.

Now consider this: In just five years, nearly 40% of today’s skills will be obsolete.

If skills are constantly shifting, why are we still using them as the primary way to filter talent?

The Problem with a Skills-First Approach

AI and automation? They’re built for skills. Machines execute tasks with predictability, efficiency, and precision. We can model and plan and rely on those ‘skills’ all day long.

But humans? We’re built for something deeper.

Sure, people are unpredictable. But if there’s one thing we know to be true, it’s this: We have an innate need to connect, contribute, and grow.

When people feel a strong sense of connection—to their team, their work, and the mission—they bring more energy, creativity, and resilience. When they feel like their contributions matter, they solve bigger problems, push boundaries, and stay engaged. When they see opportunities to grow, they don’t just meet expectations—they exceed them.

These aren’t soft skills. They’re the foundation of performance, retention, and innovation.

A Quick Example: What This Looks Like in Practice

Scenario 1: Hiring for Fit A company is hiring for a customer success role. One candidate doesn’t have experience with their CRM software but demonstrates strong problem-solving, adaptability, and a passion for helping customers. Instead of filtering them out, the company invests in training and mentorship. Within months, this hire is outperforming peers—not because of technical skills, but because they connect with customers deeply, contribute fresh ideas, and are fully engaged in their work.

Scenario 2: Hiring for Skills Alone A different company hires someone who checks every technical box for the role but lacks alignment with the company’s values and teamwork approach. They know the systems but struggle to engage with clients, resist collaboration, and ultimately leave within a year—forcing the company to start the hiring cycle all over again.

Which hire actually drives the business forward?

What If Hiring Started with Fit, Not Just Skills?

What if, instead of asking “Do they have the skills today?”, we started asking “Are they built to grow here?”

What happens when we hire people who are:

Culturally and environmentally aligned—so they adapt quickly.
Curious, agile, and motivated—so they learn fast.
Intrinsically engaged—so they stick around and thrive.

Suddenly, hiring isn’t just about filling today’s gaps. It’s about building tomorrow’s high performers.

What Changes?

If we prioritize fit first, then upskilling:

Do we still have a talent shortage? Or do we start seeing potential in places we’ve overlooked?
Are we still chasing retention and engagement stats? Or do we stop worrying about them because people naturally stay and grow?
Are employees constantly reinventing themselves—because they’re in the right place from the start?

When hiring isn’t just about who can do the job today, but who will thrive here tomorrow, everything shifts.

The Path Forward: Fit First. Skills Second.

Skills can be taught. Passion, adaptability, and alignment with your company’s mission? Those are harder to find.

If we want a workforce that’s built for the future, we have to stop filtering out people who don’t check all the boxes today—and start investing in those who are built to grow.

The future belongs to companies that invest in people—not just skills.

Are we ready to start hiring differently?