The earliest public mention of ‘skills-based hiring’ dates back to 2012, when innovators in New Mexico set out to better define what skills were actually required for jobs, and how job seekers could prove they had them. A few years later, a PSA campaign with Year Up and the Ad Council propelled the concept into the national spotlight. It became clear that countless individuals had the skills to thrive in well-paying jobs but were getting overlooked simply because they didn’t have a four-year degree, demonstrating the importance of building a skills-based workforce.

Employers have always wanted skilled workers. They invest billions annually in education, recruitment, and workforce development. But traditional hiring methods have relied heavily on degrees as an easy screening tool, often filtering out talented candidates in the process.

The Rise of Learning & Employment Records (LERs)

Around eight years ago, discussions about Learning & Employment Records (LERs) started gaining steam. LERs are secure, shareable records that document an individual’s credentials, experiences, employment history, and, most importantly, skills. Thanks to recent technological advancements, LERs are now scalable and can integrate into larger workforce systems. Some states—including Alabama, Arkansas, Colorado, and Indiana—are already testing and implementing them.
Until recently, skills-based hiring and LER initiatives were moving on separate tracks. LERs were focused on credential and skill verification, while skills-first work aimed to shift employer practices. In reality, however, these innovations have always been linked. LERs can facilitate effective, efficient skills-first practices, streamlining hiring, career advancement, and workforce development at scale.

How Do We Bridge the Gap for a Skills-based Workforce?

1. Making Skills Data More Accessible and Portable

Skills can be learned anywhere: on the job, in the military, through volunteer work, or formal education. To make this matter in hiring, we need to make skills data portable and accessible across different platforms. Proprietary systems that don’t integrate with others will only slow progress and limit the potential of a skills-based workforce.

2. Shifting the Focus from Technology to Outcomes

The tech behind LERs is impressive, but we shouldn’t lose sight of the bigger picture. Job seekers, employers, and educators care most about how these records support tangible outcomes–whether that’s landing a job, finding the right talent, or improving training programs. We need to highlight the practical benefits, like how LERs can showcase skills, create career opportunities, and improve job mobility.

Read the full article about a skills-based workforce by Haley Glover and Sean Murphy at The Aspen Institute.