Checklist: 7 steps to introducing skill matching in recruiting

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A long-established company in the financial sector spent months searching for risk management experts. Resumes piled up, but the right skills remained elusive. It was only when the company shifted its focus from titles to skills that the process changed: the candidate pool suddenly grew, applications became more relevant, and the position was filled in a matter of weeks.

This is precisely where the potential of skill matching lies - it shifts the focus from the past to the future. Instead of just looking at what someone studied, the emphasis is on the skills they actually have. This makes recruiting more efficient and fairer and opens up access to talent that has previously been overlooked.

Our checklist shows you in seven steps how to strategically introduce skill matching. And at the same time, it gives you the right arguments to convince internal stakeholders – sometimes just as big an obstacle as recruiting itself.

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Analyse your needs

The first step sounds simple, but is often underestimated: before you select digital tools or create competency profiles, you should have a precise understanding of which skills are actually lacking in your company. In highly regulated markets such as financial services, property management or legal advice, these are often interface skills: for example, regulatory expertise combined with digital analysis skills.

Studies show that a significant proportion of vacancies are not filled due to a lack of experience, but because companies do not clearly define competencies (Deloitte 2023). Creating transparency in this area lays the foundation for a targeted candidate search.

To convince people internally, it is advisable to use concrete figures: Which projects are being delayed due to a lack of expertise? What costs are incurred by vacancies? Such an analysis creates urgency and shows stakeholders that skill matching is a business-critical and therefore timely and necessary measure.

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Think in terms of competencies rather than titles

Many organisations are still tied to job titles. But a ‘senior associate’ or ‘investment analyst’ says little about the skills a person actually has. Switching to a competency-based job profile opens up new possibilities. Instead of evaluating degrees or employer names, ask the question: What skills are necessary to successfully fill this role?

In regulated markets in particular, it is becoming apparent that traditional careers are less important. Legal knowledge can be combined with technological expertise to make compliance processes more efficient. In the real estate sector, on the other hand, data analysis and an understanding of ESG are becoming increasingly important.

Stakeholders can be convinced when they see that this approach expands the talent pool. Research shows that companies that focus more on skills recruit up to 20% faster (CFA Institute 2025). This means lower costs and greater flexibility in volatile markets.

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Diversity as a business case

Equal opportunities are no longer just an HR issue. Companies that use skill matching also benefit economically. Evaluating applicants based on their skills rather than excluding them using filters such as “selected universities” or “traditional career paths” increases diversity—and thus innovative strength (read about the many advantages of a diverse workforce here).

This is particularly relevant in regulated industries: different perspectives help to identify risks, develop creative solutions, and better advise customers. Deloitte also confirms that teams with greater diversity achieve better financial results (2023).

Stakeholders can be convinced with a clear line of argument: fairness leads to performance. Companies gain access to previously untapped talent while strengthening their competitive position. This makes diversity in recruiting a clear business case and not just an ethical obligation.

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Evaluate digital recruiting tools

The tools are there. Today's market offers a wide range of digital solutions that support skill matching – from applicant tracking systems to AI-supported matching software to online assessments. The important thing is not to choose the “most comprehensive” tool, but the one(s) that are right for your current needs.

For companies in the financial services, real estate, or legal sectors, this means that tools must comply with regulatory requirements, process data securely, and avoid bias. Technologies that evaluate skills anonymously help to make objective decisions (BENOMIK 2025).

For stakeholders, it is crucial to know the return on investment. Digital matching systems reduce the manual effort involved in screening, increase the hit rate, and speed up the entire recruiting process. The message is clear: every dollar spent on technology saves time and reduces misplacements—a fact that is not difficult to argue. And that lays the foundation for companies to think of skills-based as an organizational principle, as our colleagues at Paltron correctly point out.

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Use skill assessments

Paper is patient, and so are CVs. Skill assessments, on the other hand, provide measurable facts. Whether coding tests for digital roles, case studies for legal positions or simulations for financial analysts – modern methods make skills visible.

The advantage is obvious: decisions are no longer based on gut feeling, but on objective data. This increases the quality of hires and boosts acceptance within the company.

Stakeholders can be convinced with risk arguments: according to estimates, every wrong hire costs around a third of the annual salary. Skill assessments significantly reduce this risk because they provide clarity. In an environment where regulatory errors or wrong financial decisions can be costly, objective testing procedures are a crucial safeguard.

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Use practical examples

Nothing is as convincing as concrete success. Companies that have already implemented skill matching report shorter time-to-hire, greater diversity, and better performance (Foxio 2025). In the financial sector, for example, new competency models are helping to find tech specialists with regulatory expertise. In legal consulting, law firms using this approach are attracting talent that complements traditional careers with digital skills (Vault 2025).

The message to stakeholders: Others have led the way, with measurable success. You can secure this advantage—or risk competitors winning the better talent. Practical examples are therefore not only inspiration, but also a strong argument for overcoming internal obstacles.

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Embed it sustainably

Skill matching should not be a short-term project, but must become part of the recruiting culture. This means adapting processes, training managers, regularly reviewing data and making success visible.

Sustainability is a key argument, especially in industries with high regulatory pressure. Those who institutionalise the focus on skills build resilience and remain capable of acting even when the market changes.

Stakeholders can be convinced by showing that skill-based recruiting is not just an HR method, but a strategic competitive advantage. Companies that act early gain a head start in terms of speed, quality and attractiveness as employers.

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Conclusion

Skill matching is changing the rules of the game in recruiting. Those who no longer focus solely on degrees and titles, but instead highlight skills, open up access to talent that was previously hidden. For companies in highly regulated markets, this means less dependence on narrow candidate profiles, greater speed and more certainty in critical appointments.

Getting there requires clear analysis, the right digital tools and the courage to question old patterns. It is crucial that skill-based recruiting is not seen as a project, but as a strategic approach. It creates equal opportunities, reduces risks and strengthens competitiveness.

Those who start today to put skills at the centre of their recruitment efforts will not only gain an advantage in the war for talent. They will also future-proof their companies – in a working world where skills are the new currency.

Digital tools are changing how talent is found, evaluated and hired. Anyone who wants to recruit successfully in finance, law or real estate today needs people who are familiar with skill-based recruiting and who understand the technology behind it. Numeris Consulting combines recruiting expertise with industry knowledge and data-driven methods. For companies that want to make their recruitment future-proof. Contact us – we look forward to hearing from you.

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