Why Skills Are Replacing Qualifications in Modern Recruitment
As of 2025, Gen-Z makes up nearly a third of the global workforce, steadily reshaping the way recruitment is done across many organisations. Employers are noticing that this generation values flexibility and practical experience more than formal education, with priorities that differ significantly from their earlier cohorts.
Having grown up with digital learning tools and immediate access to a wealth of information, Gen-Z candidates often acquire the skills they need for a specific position through remote courses, certifications and independent training.
In contrast to many millennials who followed the traditional university route, the younger generations are choosing to skip formal degrees altogether. They are often reluctant to take on student loans and the high costs associated with higher education, favouring alternative paths to career readiness.
This shift towards skills-based hiring isn’t isolated to the internet generation alone. It’s gaining traction across multiple industries, helping companies fill roles faster with candidates who can already perform well from day one, even if they lack traditional diplomas.
This approach is spreading globally, but today we’ll be taking a closer look at its effect on the Netherlands.
Hiring for Skills in the Netherlands
This skills-first mindset is quickly transforming how employers identify and select talent, putting proven capabilities ahead of traditional credentials.
The trend aligns with a national initiative supported by the Netherlands Organisation for Applied Scientific Research (TNO), which is developing a skills standard called CompetentNL to facilitate this transition.
Their goal is for 80% of Dutch workers to have jobs that match their skills by 2030.
Moreover, many technical and high-demand roles in the Netherlands now require practical skills and experience rather than formal diplomas, and skills-based organisations are increasing in numbers each year. Some of the biggest companies headquartered in the country have been advertising skill-based jobs, and given the abundance of online tools and courses, all job seekers have access to training that would otherwise be reserved for university students.
Roles Which No Longer Require Degrees in the Netherlands
As revealed by Blue Lynx research for 2025, many employers are now prioritising candidates with proven abilities over formal academic backgrounds. Companies are increasingly hiring white-collar professionals for roles in Marketing, Design and Engineering based on their competencies.
Take a look at the most popular positions to accept skill-based talent:
| Industry | Notable Skill-Based Jobs |
|---|---|
| Technology & IT | Software Engineering, DevOps, Cloud Computing, Cybersecurity, Data Science, AI/ML (strongest demand in Amsterdam/Rotterdam) |
| Engineering (incl. Semiconductors) | Mechanical, Electrical, Systems, Project Management |
| FinTech | Risk Management, Compliance, Product Management, Data Analysis, Software Development |
| Customer Service, Sales & Marketing | Digital Marketing, CRM, Customer Success, International Sales (especially in multinationals and tech startups) |
| Gaming & Digital Art | Game Design, Programming, Animation, Production, Digital Art |
| Logistics, Supply Chain | Process Management, Digital Logistics Systems Experts, Data-Driven Operations |
| Travel & Tourism | Customer Experience, Digital Marketing, Operations |
| Business Services & Compliance | Business Analysis, Regulatory Compliance, Project Management, ERP Specialists |
| Renewable Energy & Utilities | Renewable Systems Engineering, Digital Project Managers |
| Banking Sector | Risk Analysis, Technology, Data Analysis, Investment Advisory |
What Are the Perks of Skills-Focused Recruitment?
It is no secret that candidates benefit hugely from this shift. But the preference for hands-on experience also offers a host of advantages for employers:
Reduced Time to Employ: 91% of businesses reported a decrease in their overall time to employ, with 40% stating a decrease of more than a quarter.*
Improved Workforce Experience and Productivity: Skills-based organisations deliver 79% better workforce experience and 63% higher results than companies that don’t employ based on proven capability.
Greater Organisational Agility: Businesses using skills-based workforce management are 57% more agile, enabling quick assignment of workers based on skills, regardless of job title or department.
Addressing Talent Shortage: Skill-based hiring broadens talent pools and reduces gaps. Companies are 107% more likely to place talent accurately and 98% more likely to retain top performers, boosting their reputation as great career hubs.
Reducing Bias: 80% of executives say skill-based hiring reduces bias and improves fairness, creating more equal opportunities and workplace diversity.
*All research in this section is provided by Deloitte.
How Can Your Company Embrace Skill-Based Talent?
By now, you are probably curious about how you can begin interviewing and spotting the best candidates from this specific pool. The following tips are ones that our recruitment consultants use on a day-to-day basis to sift through numerous applications by skills-based candidates.
Check for Career-Focused Skills Training
Has the candidate included any workshops, bootcamps, online courses or other types of non-formal education? This shows they are being proactive about learning and can manage their time well.
Use Skill Assessments to Gauge Fit
To analyse the jobseekers’ motivation levels, communication skills and culture fit, you may conduct some employee skill assessments as part of the interview process. Considering the industry and day-to-day tasks that your future members will complete to come up with these, or work with a recruitment agency to prepare and conduct them for you.
Look for Micro Credentials
A skill-focused resume will often include various informal achievements and certifications. Make sure to research industry-recognised providers to find the most notable accomplishments. Their presence will signal practical expertise and competencies in specific technologies.
Prepare for a Competency-Based Interview
We develop a list of practical competencies and tailor the interview questions to answer and reveal all existing experience. A career test based on skills and interests may include the following questions:
- Give an example of a situation where you had to explain a complex idea or project. How did you ensure your message was clear?
- Tell me about an occasion when unexpected changes forced you to adjust your work plan. How did you manage to stay on track?
- Describe a situation when you had to collaborate with someone difficult. How did you handle the interaction, and what was the result?
Blue Lynx’s Insights on Skills-First Recruitment
Our recent LinkedIn poll explored how organisations approach skills-based hiring in 2025. Out of all 80 respondents, 60% shared that their company primarily focuses on skills when recruiting new talent. Another 25% noted that skills are taken into account but not the main priority, while 14% said formal education still leads their selection process. A small 1% selected ‘Other’, sharing additional perspectives in the comments.
Overall, jobseekers who want to retrain and move into a new field may find the transition much smoother today. Companies are now more open to career changes than they were a decade ago.
What Does the Future Hold?
By focusing on competence rather than credentials, organisations can unlock untapped talent, expanding their pool by over 30% for roles that do not require a higher education.
In the Netherlands, the share of highly qualified workers is projected to rise from 42% to 55% by 2035, while the medium-qualified labour force will shrink. This shift will make skills-based recruitment essential to bridging the gap between growing demand and available talent.
At the same time, job titles themselves are losing meaning. 71% of employees say that they already perform tasks beyond their job descriptions, and only 24% say they do the same work as colleagues with identical titles.
Are you struggling to fill a vacancy in your company? Reaching out to a recruitment agency like ours can significantly increase your chances of finding a relevant candidate. We employ the best hiring practices on the market and know how to create that perfect match – choosing applicants who don’t just have the ideal attitude but also the right culture-fit.