Why Major Employers Are Seeking A Shared Hiring Language

Forbes

08-04-2025

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Workforce development firm Burning Glass insists that skills, rather than degrees, are the key to job success. Its new skill-specific job description language could be a game changer for 11 million jobs ranging from software engineer and financial manager to customer service.
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Have you ever found yourself struggling to describe your job? What skills are you actually using in your day-to-day? It can sometimes be hard to narrow down, especially when major employers often don't use the same language to describe specific jobs.
The Burning Glass Institute (BGI) is hoping to change that. Today it launched its SkillsFirst website, detailing the skills needed for nine job titles—accounting for over 11 million workers— that major employers are using in their hiring process.
Joining the nonprofit in implementing this shared language in their hiring practices are 10 of America's largest employers, including Accenture, Bank of America, Blackstone, Home Depot, Johnson & Johnson, Microsoft, Nordstrom, PepsiCo, Walmart and Verizon.
'Just being able to understand and define the skills required for a job, it sounds simple, but it's actually a really big exercise,' says BGI President Matt Sigelman.
It's part of a larger movement toward skills-based hiring, where companies eliminate required degrees (not all, we'd all like to be represented by lawyers with J.D.s!) in favor of requiring specific skills actually used in specific jobs.
'In a time where people might say there's no opportunities for inclusion in the workforce, we actually think that skills-first is a way to say there are opportunities for everybody,' says Donna Morris, chief people officer at Walmart.
Jobs with skills listed on the SkillsFirst website range from front-line positions to knowledge workers, including: retail salesperson; first-line supervisors of retail sales workers; sales managers; customer service representatives; customer service managers; financial analysts; product managers; and software developers.
Having clear skills listed benefits employers that want to streamline and simplify their job titles. Verizon, for example, was able to go from 70,000 different job titles and codes to just 2,100 after implementing their own skills-first approach in 2021. But such a system also helps non-degreed workers or non-traditional hires—like veterans or immigrants—that make up the 'hidden workforce,' according to Verizon's chief human resources officer Samantha Hammock.
It can also help job seekers determine which skills, whether it be something as broad as 'marketing' or as specific as 'UX experience,' that they need for a particular job, and which ones employers are willing to pay a premium for. And for current employees looking for a promotion, different skill levels can help determine what they need to work on in order to grow.
You can read more about the launch here.
Happy reading, and hope you have a lovely week!
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Saddled with six figures in debt, students usually scramble for Big Law's summer associate jobs and $200,000 plus starting salaries. This year, as some of the most prestigious firms capitulate to the Trump Administration, some are rethinking their choices and even pushing back.
For the last two weeks the Trump Administration has targeted the legal profession as part of the president's quest to eliminate diversity, equity and inclusion practices. After the Equal Employment Opportunity Commission sent a letter to 20 firms warning them against using DEI during their hiring processes, Trump signed a number of executive orders restricting Big Law firms from representing clients with government contracts.
Some, like Perkins Coie, Jenner & Block and WilmerHale, have fought back, suing the administration to block the president's actions. But others, including Skadden Arps; Paul Weiss; Milbank; and Willkie, Farr and Gallagher have bent the knee, providing a combined $340 million in pro bono legal work for causes Trump favors.
The pushback from the legal community has been immense. The American Bar Association, associates at Big Law firms, law school deans and even state attorneys general have condemned both actions. But for aspiring lawyers, many of whom want to work in Big Law, the choice of what to do—and how to advocate for themselves—is difficult.
What power do they actually have against these million-dollar companies? More than they think.
'What these firms really care about is campus access and the prestige that goes along with that," says Rachel Cohen, a former third-year associate at Skadden's financial practice that virally quit her job over the firm's lack of support for Perkins Coie's suit against the Trump Administration. 'Outside of it, firms don't care very much about what law students think.'
So students are taking advantage of recruiting season. A toolkit organized by Cohen is asking public interest students to apply to firms that have caved to Trump and pepper interviewers with uncomfortable questions, or to write to career services offices and ask for those firms to be barred from campus events. A spreadsheet organized by Georgetown Law students is tracking firms' responses to the executive orders, and student groups, like the Georgetown Energy Law Group, are pulling out of recruiting events with firms that capitulate to the administration.
But with mounting debt, an uncertain job market and increasing recession fears, not all students are rushing to close the door to a possible $200,000 salary straight out of school.
'It's really hard to turn down that option,' says a first-year law student recruiting Big Law, who requested anonymity for fears of professional retaliation. 'It feels like Big Law is the only answer.'
News from the world of work
It was another contradictory month for the job market. The U.S. added 228,000 jobs in March, more than expected, with hourly wages increasing 3.8% year-over-year. But unemployment also rose to 4.2%.
Job cuts also rose, increasing by over 205% from last March largely due to DOGE cuts at the federal government. In total, nearly 500,000 jobs were cut from the American economy, according to staffing firm Challenger, Gray & Christmas.
Such market uncertainty has led to another month of poor employee confidence, according to Glassdoor senior economist Daniel Zhao. While business sentiment grew slightly, entry-level employees' confidence in their jobs fell the most as recession fears increased. It makes sense––these positions are often the least secure jobs during a recession and can stunt career growth for young workers.
One of President Trump's main reasons for implementing tariffs was to support American manufacturing jobs. But his strategy won't bring those jobs back on-shore, writes senior contributor Erik Sherman. Even if companies wanted to, and enough people were willing to do those jobs, it takes a few years to build, equip, and make operational a new factory.
Just one week before the tax filing deadline, the IRS is cutting between 20% to 25% of its staff. The first to go: civil rights employees as part of the government's effort to cut down on DEI initiatives.
Deloitte is also slashing its workforce due to losing government contracts, the Wall Street Journal reports, though the firm did not specify how many employees would be laid off. It is just one of the government consultant firms that proposed billion-dollar cuts to their contracts last week in hopes of maintaining at least part of their initial deals with the government.
That's the size of the newly announced National Apprentice Fund, a joint fund from Google and Jobs for the Future that will provide financial assistance to over 750 apprentices with a one-time award of $2,800.
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DOGE firings have mostly taken place at what time of the week?
A. Monday mornings
B. Friday nights
C. Sunday nights
D. Last day of the month
Check if you got it right here.