Skills-based hiring has a follow-through problem

Despite widespread claims of adoption, many organizations lack the standardized practices to meaningfully shift toward skills-based hiring, a new study finds.

Published on Mar. 2, 2026

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A new study from the University of Phoenix found that 53% of employers say their organizations lack standardized hiring practices, creating an 'illusion of progress' when it comes to skills-based hiring. Nearly one in five interviewers receive no training, and without structured evaluation frameworks, interviews can drift toward subjective and potentially biased judgments. To make skills-based hiring work, organizations need to define the skills required for roles, determine how to quantifiably measure those skills, and ensure proper training for interviewers.

Why it matters

Skills-based hiring has been touted as a way for companies to find the best talent, but this study suggests many organizations are struggling to actually implement it in a meaningful way. Without the proper processes and training in place, skills-based hiring risks becoming more of a buzzword than a reality, potentially leading to continued bias in hiring decisions.

The details

The University of Phoenix report, based on a survey of 2,000 U.S. hiring stakeholders and job seekers, found that 53% of employers lack standardized hiring practices to support a shift toward skills-based hiring. Nearly one in five interviewers receive no training, meaning hiring decisions are often made by non-HR employees who are unprepared. Without structured evaluation frameworks, interviews can quickly become subjective and potentially biased, with interviewers favoring candidates who share their background or communication style.

  • The University of Phoenix report was published on March 2, 2026.

The players

University of Phoenix

A for-profit university that conducted the survey and report on skills-based hiring.

Cheryl Naumann

The CHRO at the University of Phoenix who was quoted in the article.

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What they’re saying

“It's a pretty high risk thing to not train someone to do an interview because a lot of things can go wrong”

— Cheryl Naumann, CHRO, University of Phoenix (Fortune)

What’s next

To make skills-based hiring work, the article recommends that organizations first need to clearly define the skills and proficiency levels required for their most common roles. They should then determine how to quantifiably measure those skills, such as through standardized interview questions or skills tests, while ensuring compliance with relevant laws. Proper training for interviewers is also crucial to avoid biased decision-making.

The takeaway

This study highlights the gap between the hype around skills-based hiring and the reality of how it's being implemented at many organizations. Without the proper processes, training, and accountability measures in place, skills-based hiring risks becoming more of a buzzword than a meaningful shift in how companies evaluate and hire talent.