Stop chasing job titles: Hire Skills, not a fancy label

For years, job titles have been seen as a convenient way to simplify recruitment, helping to scan CVs, compare applicants, and gauge experience. But the truth is, job titles rarely paint the full picture. Relying on them too heavily might cause you to overlook incredible talent that could truly transform your team.

Instead, a shift towards skills-based hiring presents an exciting opportunity. By focusing on what people can do, rather than the title they’ve held, businesses can tap into a broader pool of exceptional talent. The best hires aren’t defined by their job titles – they’re defined by their contributions, adaptability, and potential.

As the world and the workplace adapt and change, learning agility and curiosity are critical. Being able to adapt, absorb new concepts quickly, and stay open to growth is what sets top talent apart. That’s why assessing both cognitive ability and psychometrics is key to completing the recruitment picture – and ultimately, supporting long-term retention and development.

“Let’s go beyond the title and drill down. Yes, it will take more time, but if we truly believe people are the key to a business’s success, why would we take shortcuts?” – Jacqui Barratt, Salt CEO,  APAC

The title trap

Imagine you’re hiring for a project manager. You filter applications based on job titles like “Senior Project Manager” or “Programme Director.” On the surface, it feels efficient. But by narrowing your search to past labels, you might miss someone who’s done the job, just under a different name.

Consider this: a “Marketing Director” at a startup might juggle content creation, performance analysis, and campaign management. Meanwhile, a “Marketing Director” at a multinational corporation might oversee teams without ever directly creating a campaign.

Two identical titles, two completely different skill sets.

Focusing solely on titles risks overlooking capable professionals who may not have the label but bring exactly the experience and impact your team needs.

When titles become barriers

Relying on job titles can unintentionally create roadblocks to finding – and recognising – the best talent.

• Overlooked potential: People who’ve developed skills through unconventional paths, freelancers, career changers, or self-taught professionals, may not have the “correct” title but bring unique perspectives and expertise.
  
• Limited growth opportunities: Internal candidates often get passed over for leadership roles simply because they haven’t officially held a “manager” title, even if they’ve been informally leading teams or projects.
  
• Missed diversity: Sticking to rigid title hierarchies often means missing out on people with non-traditional but incredibly valuable backgrounds.
• Assumptions about capability: Fancy titles can mislead recruiters into thinking a candidate is the perfect fit, only to discover gaps in their actual skills during the role.

A CV is a snapshot of someone’s past, and a title is just one line on that page. Neither reflects the potential that person could bring to your team tomorrow.

“If we focus too much on titles, we miss what’s right in front of us. The ability to add value isn’t confined to a label – it’s demonstrated in skills, mindset, and results.”

Why titles don’t always tell the full story

Here’s an all-too-common scenario:

• A Customer Success Manager at one company manages enterprise accounts and complex implementations. In another, the same title might involve routine follow-ups with clients.
  
• A Developer could spend their time coding or might oversee outsourced technical teams instead.
  
• A Design Lead may focus on high-level creative strategy or still work on hands-on design projects.

Even within the same organisation, job titles can vary significantly from department to department. As roles become more fluid, relying on titles as a measure of ability is no longer effective. This is where skills-based hiring shines. By evaluating candidates based on their competencies rather than their labels, you uncover talent with the exact expertise and mindset your business needs.

Adapting to the future of work

Today’s workforce doesn’t move along fixed ladders or linear careers. Job roles are evolving quickly, and professionals across generations are carving out unique paths.

These changes open up new opportunities for companies to look beyond the label and embrace skills-based hiring. The value of this approach is clear: it fosters flexibility, innovation, and a workforce ready to tackle challenges in a changing world.

A candidate may have honed their expertise through bootcamps, online certifications, or leadership tasks they took on informally. The question is, will you take the time to recognise their potential beyond the job title?

What to focus on instead

Titles will always play a role in defining responsibilities and setting expectations. However, they shouldn’t be the sole lens through which we evaluate talent. Here’s how hiring managers can make better decisions:

• Proven impact: Evaluate the outcomes achieved. What changed or improved because of this individual’s work?
  
• Transferable skills: Focus on demonstrated competencies and how they align with the specific needs of the role or team.
  
• Adaptability: Seek evidence of growth, flexibility, and the ability to navigate challenges in evolving environments.
  
• Problem-solving abilities: Use interviews or practical assessments to understand how the individual approaches real-world scenarios.

Going beyond the title

When we rely too heavily on job titles, we limit our perspective. But by adopting skills-based hiring, we open up new possibilities to find and nurture exceptional talent. The best professionals aren’t defined by a label. They’re defined by their creativity, drive, and the value they bring to your team.

Hiring managers who are willing to look beyond the title and dig deeper into capabilities will be the ones to build teams ready for the challenges of tomorrow.

“It’s not about lowering standards. It’s about widening the lens. If we stop chasing the title and start focusing on the person, we unlock potential that drives real success.”