The change is already visible in practice. 72 percent recruitment managers declare that competences are as important to them as education and experience, and for 10 percent — more important. This is a signal that the classic criteria are no longer sufficient.
At the same time, candidates' expectations are changing. More than half (56%) are more likely to apply to companies that focus on testing skills instead of formal requirements. The ability to “show yourself in action” is increasingly important, not just describing your education or employment history.
There is a lack of people with competences. This is the biggest problem for companies
At the same time, the labor market still faces a significant competence gap. For 41 percent managers' greatest recruitment challenge remains the lack of candidates with appropriate skills. This problem is particularly intensifying in the conditions of rapid technological changes and the development of artificial intelligence, which force continuous updating of qualifications and redefinition of many professions.
Although the “skills first” model has been promoted for years, among others, by the World Economic Forum, Harvard Business School research shows that many organizations still base final recruitment decisions on traditional criteria, such as education or previous career history. The market is currently in a transitional period – competences are quickly gaining importance, but formal education remains important.
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Not only technology. These competencies are the most desired today
Contrary to fears that the development of AI will increase the importance of only technical skills, the report shows the opposite trend – typically human competences are increasingly valuable. What is most valued today is the ability to adapt (49%), i.e. the ability to quickly respond to changes and learn new ways of working.
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The next places are taken by interpersonal competences (43%) and readiness to constantly develop and update knowledge (36%). Companies are also increasingly emphasizing the importance of communication, critical thinking, decision-making and collaboration in an AI-powered environment.
A new type of employee: a “technical humanist” worth his weight in gold
These conclusions are also confirmed by data from the “Labor Market Barometer 2026” by GI Group Holding. In the conditions of progressive automation and the development of artificial intelligence, a new employee profile is emerging called a “technical humanist” – a person who combines technological and analytical competences with social skills, critical thinking and flexibility of action.
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Certain personality traits also gain importance: self-discipline, stress resistance, creativity and proactivity. At the same time, one of the largest competence gaps remains the ability to adapt and constantly learn, which determines effective functioning in a dynamic work environment.
The soft skills indicated in the Labor Market Barometer also include assertiveness and team cooperation, which for over one third of companies constitute the foundation of organizational effectiveness. Specialist knowledge is mentioned less frequently, but employers emphasize that expertise alone is not enough and must be supplemented with interpersonal competences.
The “skills first” approach increases recruitment effectiveness
Competency gaps have consequences: 44.6 percent companies see them as a recruitment barrier, and 19.4 percent — a problem for productivity. The challenge also applies to managers – experts promoted to managerial positions often lack leadership preparation, which reduces the effectiveness of teams.
Companies that have actually switched to a competency approach see tangible results. 70 percent indicates better talent identification, and 62 percent — easier matching of employees to business needs. It is also a greater chance for people with an unusual career path who previously lost because of the missing “paper”.
Artificial intelligence forces a change in the approach to recruitment
Artificial intelligence is increasingly influencing recruitment. Already 74 percent candidates use AI to create their CVs, which limits their value as a selection tool. 32 percent hiring managers admit that they cannot assess whether a document was generated by AI.
As a result, employers are increasingly moving away from assessing the application documents themselves in favor of practical methods of verifying skills – such as recruitment tasks, case studies or interviews examining the way of thinking and making decisions.
Formal education remains an important element in the evaluation of candidates, but its role will gradually change. Practical competences, flexibility and readiness for continuous development and learning will be increasingly important.
