Skill-based hiring: A broad open mindset uncovers new IT talent

For Ani, operational manager at Conclusion Mission Critical, it started as a practical solution to an urgent challenge. “The labour market is extremely tight for some roles. That naturally leads to the question: how can we attract more talent? We also noticed that candidates with the right qualifications or experience did not automatically fit well within our team at the 24/7 In Control Center. That is why we started paying more attention to key qualities such as ownership, eagerness to learn and collaboration.”

By coincidence, Kasper, recruiter at Conclusion Enablement, was already working on a pilot around skill-based hiring. A topic that really energises him. “The demand for strong IT professionals is growing, and recruitment is challenging. That means we need to broaden our perspective. I am a big advocate of giving people opportunities and developing them further. Especially for entry-level roles, this way of hiring works really well. That is where people can truly grow.”

Conclusion Enablement launched the pilot at the service desk. Kasper: “Recruitment was therefore not about: what IT knowledge does someone already need to have? But: what kind of insight, mindset and potential are we looking for? Candidates first received a questionnaire with competency and insight questions. Those who scored well moved on to a conversation about motivation and ambition. This way, you do not filter on standard CV requirements, but on what someone truly has to offer.”

As an operational manager, Ani fully agrees. “I consciously approach my interviews differently. I want to get to know the person behind the CV. What gives someone energy? How eager are they to learn? And what else do they find important in life? That often tells me more than a specific qualification.”
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What stood out to both colleagues? The candidates’ motivation. “They were genuinely enthusiastic. They had prepared well and came into the conversation with ambition. You could tell: this opportunity really meant something to them,” Kasper says. “Absolutely,” Ani adds. “You also see it in how hard they work. They do everything they can to make it a success.”

That also shows in practice. Using this approach, Kasper has already hired a new colleague for the service desk. Ani has hired 12 people this way. “So you broaden your talent pool, but also the diversity in teams,” Kasper explains. “If you keep attracting the same profiles, you often end up with the same perspective. While fresh insights are incredibly valuable. This approach helps you look at talent in a more inclusive way.”

Ani nods: “You lower the barrier for target groups who might not otherwise see themselves working in IT. Think of women, candidates from other sectors or people who didn’t follow the ‘usual’ path. By opening the door, you increase the chance that they will actually take that step.”

Ani and Kasper are both positive about skill based recruitment. Getting the basics right is key, they emphasise. “You need to be willing to look beyond the standard profile,” says Ani. “At the start, that can sometimes take a bit more time. For example by setting up recruitment differently, or letting someone join the team to get a feel for the role. That investment pays off when you bring in people with the right attitude.”

Kasper adds: “So you do need an open mindset and a bit of courage. And support across the organisation. Plus enough medior and senior colleagues who can guide and coach the new hires.”

Is skill based recruitment the future? “It really is a valuable addition to your recruitment strategy,” says Kasper. Ani also sees benefits in a rapidly changing technological world. “With automation and AI, what you add as a human becomes increasingly important. That makes competencies like curiosity and adaptability even more valuable.” Kasper nods: “When you look beyond the CV, you discover talent you might otherwise never have met.”