Latest news with #skillsbasedhiring
Forbes
4 days ago
- Business
- Forbes
5 Free Courses And Certificates To Put On Your Resume In 2025
A course or certificate, even if in progress and not completed yet, can make all the difference between getting hired for your dream job and being passed off for another candidate getty An estimated 97% of employers are currently using, or about to implement, skills-based hiring, according to Coursera's latest report. That's a significant 20% leap from 2023, when skills-based hiring was increasingly becoming a buzzword in HR circles, with the U.S. Department of Labor releasing recommendations and a guidebook for skills-based hiring a year later. Short online courses and certificates are some of the best ways to demonstrate your skills and suitability, not just for the job, but also for the company culture, especially if it thrives on a growth mindset. Here are some free courses and certificates you can study today and add to your resume to boost your chances of being hired (and help you negotiate for higher pay too): Free, by HubSpot Academy Perfect for small business owners, marketing managers, and content creators/freelancers Total completion time is five hours and 18 minutes Free for PMI members, by PMI (Project Management Institute) Perfect if you're already a project management professional Total course length is five hours (You can find other free beginner-friendly Gen AI courses here in my recent article.) Free, by PMI Suitable for new and existing project management professionals Total course length is five hours Free if you select the audit option, on edX Perfect for beginners You can gain a certificate, but only if you take the paid option; otherwise you can complete this for free Takes approximately five weeks at three hours a week to complete Free course by Codecademy Includes three hands-on projects to flex your skills and demonstrate your knowledge Is suitable for beginners Here are some other reasons why studying a course or career certificate is absolutely essential if you're seeking to land a promotion, salary premium, high-paying client projects, or get hired faster: About 96% of the 1,000 employers surveyed for the report indicate that a job candidate having a course or certificate on their resume strengthens their application and boosts their chances of being hired, up from 88% two years ago. In the U.S. and Canada, 90% of employers say they'd offer a higher starting salary to candidates who've completed certificates and short courses. Nearly a third of entry-level professionals who studied a course or certificate in the past year secured a salary raise. An estimated 21% earned a promotion as a direct result of studying courses and certificates (These stats are taken from Coursera's Microcredentials Report 2025.) I know from first-hand experience that studying an online course makes it easier to get hired faster. In 2022, I was interviewed for a project management role that was a stretch outside of my comfort zone. When it came time for the dreaded but much-anticipated interview question, 'Tell us about one of your weaknesses,' I took this as an opportunity to relate one of my 'weak' areas in project management, but then anchored my answer by sharing that I was currently studying the Google Career Certificate in Project Management (at the time this was free due to financial aid offered on Coursera). I was hired that same day. My manager later confided to me that even though I had less experiences than other candidates, this very detail (the course I was studying) was the deciding factor that made her take a bet on me and hire me for the job, because I had proven that I had a growth mindset and clearly had freshly updated skills that could be put to use in the role. So yes, free online courses with certificates are absolutely worth it. Choose one free online course or certification from the list above, or find another one that's more relevant to your career goals. You can find free online courses with certificates (and without certificates) from platforms like: LinkedIn Learning (free to Premium members) Codecademy Great Learning Alison edX IBM SkillsBuild Microsoft Learn HubSpot And many more are just a tap away. Once you've started, be consistent. Block out some time every week to study and practice, and share what you're learning on LinkedIn. You can also add your course or certificate to your resume and include a progress note, like 'currently studying,' or 'due to complete by October 2025.' This is a positive sign to employers that you're actively building yourself professionally, and it encourages them to invite you for interviews and offer you job and promotion opportunities. About 97% of employers are adopting skills-based hiring, which means certificates are in greater demand than degrees getty You're just a few weeks away from changing your entire career and income trajectory.
Forbes
31-07-2025
- Business
- Forbes
3 Candidate Traits That Should Be On Your Hiring Checklist
Milos Eric is the General Manager and Co-Founder of OysterLink, a restaurant and hospitality job platform. Throughout my career, I've read thousands of CVs and spoken to hundreds of people looking to get hired. So, I understand that recruiting is a huge responsibility. It's a function that determines who will support a company's operations and, by extension, its success. While around 65% of employers practice skills-based hiring, I've found that focusing solely on technical ability isn't the way to go. With all candidates having their own diverse set of character, talent and skills, hiring should look beyond matching résumés to job descriptions. When I'm assessing applicants, I like to focus on three key traits: mindset, attitude and priorities. 1. The Foundation: Mindset Recruiters usually tend to focus on objective, role-relevant skills and tools proficiency. But what they fail to realize is that those things can be developed on the job. What can't be learned is an employee's mindset. There's significant evidence of the positive impact of having a growth-focused outlook, particularly in academic settings. The same applies to the professional scene. During the hiring process, I'm more impressed by candidates who show interest in learning and adapting to challenges, rather than a list of skills. Why? Because they have boundless potential, they are less likely to fall stagnant and more likely take ownership of their work. People who seek challenges and learn from failures are on a mission to improve, and this enables growth on both ends. Equally important is long-term commitment. Those who have genuine interest and belief in the company's vision will outlast the people who are in it for short-term successes like a pay increase. While compensation definitely motivates one to show up, can it sustain your drive? At the end of the day, employees need a deeper connection. This will help you reduce turnover and build future leaders as well. 2. The Differentiator: Attitude While hard skills drive daily operations, soft skills influence the company's culture, and attitude is what sets good players apart from the best. Having a good working attitude fosters collaboration and empowerment in the workplace. In fact, the most valuable team members are those who stay positive and uplift others, even in challenging situations. Similarly, self-motivated individuals who are hungry to push limits inspire others to do the same. They're the ones who volunteer, explore new approaches and deliver more than required. And having team members who ask questions and bring fresh ideas to the table can fuel continuous development and innovation. When interviewing, ask candidates about how they manage setbacks or a time they went above and beyond their tasks. This will help you see if they've got the right attitude and ambition. 3. The Accelerator: Priorities When conducting interviews, I present applicants with problem-solving scenarios and ask them to rank the possible approaches from most to least important. This allows me to see where their priorities and efficiencies lie. While we'd always like to aim for perfection, overanalyzing and foot-dragging can lead to more misses. In fast-moving industries, even a short delay can cost you clients and big bucks. Employees who execute quickly, even if it's not with 100% confidence off the bat, can set the company way ahead of others. This, in turn, leads to faster growth. So, look for the candidates who can prioritize action, delegate and preempt possible chaos in the workplace. Employees who can streamline operations and find ways to make work easier but more effective are incredibly valuable. Consider people who've automated work processes and removed repetitive or outdated tasks. This showcases technical talent and displays a level of intelligence and initiative. These are the types of people you want on your team. A Bonus Game Changer: Proactive Problem-Solving Beyond those three key traits, there's another that can set the best candidates apart. The most distinct hires are those who anticipate challenges before they arise—then do something about them without being told. This proactive mentality allows teams and organizations as a whole to think big picture instead of applying Band-Aid solutions when it's too late. Ask candidates about past experiences where they were proactive. You can check with their character references to see whether they tend to solve problems successfully without much supervision. These hires, even if they prefer to operate independently, are great team players because they dedicate their efforts to the company. Match Intrinsic Work Styles To Your Workforce Needs Hiring involves a lot of mixing and matching. Both employers and applicants must be aligned in their vision, principles and needs. To me, a person's mindset, attitude and priorities are fundamentals because they're built on experience and potential. They're traits that pave the way for transformation, whether for the individual or the company. I'm not saying technical skills aren't important; they usually provide the baseline of candidate fit. But deeper, more intrinsic traits are better indicators of long-term success. So, take the time to go over applicants' backgrounds and interview answers. Look beyond what's on paper. When they get hired and elevate the company's status and environment, you'll know you've done something right. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Forbes
08-07-2025
- Business
- Forbes
From Commitment To Action: Delta Air Lines' Skills-Based Transformation
Thanks to their robust approach to change management, Delta Air Lines has effectively translated their skills-first commitment to action across the large company. Hear from Ebony Thomas of Grads of Life and Brian Wright of Delta about what has gone into their impressive transformation. Getty As a growing number of companies embrace skills-based hiring and talent management, the model is both making headlines and attracting newfound scrutiny. As with many new ideas, the shift to skills-based is easier to describe than to implement. Many employers' enthusiasm about the idea outpaces the speed with which they can change their often-entrenched talent practices. That's what makes effective change management strategies such an important part of employers' skills-first transformation. And any talent leader interested in learning what good change management looks like should look at the work of Delta Air Lines. Delta depends on an intentional and thoughtful approach to ensure they have the very best employees to help connect and serve their more than 200 million customers each year. What sets Delta's strategy apart is their commitment to change management, which enabled them to translate their vision into concrete action — and results. Why Delta Was Ready for Skills-Based Transformation 'At Delta, growing our people has always been a top priority,' says Brian Wright, Director of Global Leadership, Learning & Development. 'Our skills-based approach is really about helping our people grow what they need and want to grow in their careers, move across the company, and perform at a high level. It's not just good for them, it's how we improve the customer experience, run a more efficient operation, and live up to our brand promises every day.' Three years ago, Delta expanded its talent development work by transitioning hiring and development practices to become skills-based. According to the initiative's mission, the goal was to shift 'to what you know from where you learned it,' building on Delta's existing commitment to create new approaches to developing and retaining talent. 'This was a natural transition for us, because we run the ultimate team sport. Delta people learn from Delta people every day, so this transition helped us break out of old assumptions about our peoples' experience and what they can do,' Wright explains. 'It opened the door to valuing real, demonstrated capabilities, whether that comes from a classroom, hands-on experience or somewhere in between.' What enabled Delta to make this transition so effectively was that the company already had some of the key building blocks in place to manage such a significant practice change: From Commitment to Action After its decision to transition to a skills-based organization, Delta made several big changes to put that vision into practice. The company removed degree requirements for over 90% of jobs, opening new career pathways for a broader range of candidates. The company also launched the Delta Analytics Academy, a partnership with Georgia State University, to train frontline employees in advanced analytics skills like data visualization, using platforms such as Python, SQL, and Tableau. This program not only equips participants with skills for more advanced roles but also provides a clear pathway for upward mobility within the company. Some of Delta's existing programs, including its Propel program for aspiring pilots and its apprenticeship program, complemented this work by providing other pathways for employees to gain skills to grow their careers. While great, these programs only served a small few of their over 100,000 employee population. In parallel, Delta introduced the Talent Hub – an internal platform that helps employees strengthen the skills that matter most in their current roles, explore skills they're curious about, and prepare for future opportunities. Whether improving customer communication or learning new leadership skills, employees are empowered to grow where they are and how they choose. Talent Hub is being designed to improve performance, elevate the employee experience, and support a stronger, more agile workforce across Delta. In tandem with launching Talent Hub, Delta is investing in AI-powered tools and platforms to personalize development and drive performance at scale. Delta is also currently enhancing Talent Hub with AI to recommend learning, skill growth areas, and internal opportunities tailored to each employee's role, goals, and skills and proficiency levels, creating a more intuitive, skills-connected experience across the enterprise. 'We're designing for performance and personalization at scale,' says Stephanie Asbury, Chief Talent Officer. 'That means giving every employee, whether you're on the ramp or work in revenue management, the tools to see where they are, grow where they want, and impact what matters.' Delta is also scaling coaching skills to its leaders, through 'Nadia,' an AI coaching platform enabled to help more effectively coach their teams, while modeling Delta's values. 'Nadia puts coaching in the hands of every leader in our business, even if they're 10 gates away from their desks,' says Asbury. 'It reflects how we want to lead – rooted in our values, digitally enabled, performance focused, and grounded in how our operation actually runs.' Beyond tools, Delta is building critical workforce skills to accelerate digital transformation and enhance the customer experience. These efforts focus on upskilling in areas key to designing and improving the products and services that matter most to customers. 'Delta's frontline employees have a wealth of experience serving our customers and understanding their needs,' said Allison Ausband, Chief People Officer. 'That depth of experience combined with modern technical skills allows our decision making at every level of the company to take meaningful action in response to what we hear from our people and our customers. That powers better results for our business so that we can continue to invest in our people.' Along the way, the team at Grads of Life was grateful for the chance to both learn from and support Delta's skills-based journey. It was a pleasure to leverage our tools and expertise to contribute to their impactful efforts. Leaning into the company's commitment to effective change management, our work focused on helping them implement their comprehensive talent transformation in the 'Delta way:' involving a broad range of stakeholders, working collaboratively, iterating constantly with deliverables, and developing tailored messaging for different levels of the organization to help them tell their story as effectively as possible. Of course, as successful as Delta's approach has been, the shift wasn't without its challenges. Some employees initially worried that focusing on skills might undervalue the degrees they had worked hard to earn, a common change management challenge among skills-first employers. By emphasizing that skills complement traditional credentials in decision making, rather than replace them, Delta was able to address concerns directly, maintain employee trust, and reinforce the importance of hiring merit-based, top talent to continue best serving the airline's global customers, communities and each other. 'Our slogan is 'Keep Climbing,' so our people know that success doesn't stop when you reach the destination – it's just the beginning. Traditional credentials show us the path you've taken and your commitment. Successfully demonstrating the skills you've learned – regardless of where you learned it – shows us you can perform, and performance is what drives our business,' said Wright. Delta's adoption of skills-based principles demonstrates how even large global companies, with a strong foundation and a thoughtful change management plan, can transform how they develop and recognize talent. 'This is how we create value: Investing in our people allows them to give the very best to our customers and drive business success,' adds Ausband. 'Our skills-based journey is about career mobility, yes - but it's also about building confidence, clarity and high performance in every role.' By drawing on the support of its leadership and a commitment to collaboration across teams, Delta is showing how large organizations can lead the way in building a more skills-driven, performance focused culture - where people grow, customers benefit, and the business thrives.
Forbes
13-06-2025
- Business
- Forbes
How New Graduates Can Compete In Today's Tough Job Market
How New Graduates Can Compete In Today's Tough Job Market Entering the job market as a recent graduate is an exciting milestone, but it can also be overwhelming. With millions of similarly qualified candidates competing for a limited number of roles, a degree alone no longer guarantees a job offer. In 2023, data from the National Center for Education Statistics (NCES) showed over two million bachelor's degrees were awarded in the United States. This influx of graduates has significantly intensified competition at the entry level, prompting employers to consider factors beyond academic qualifications when making hiring decisions. Skills-based hiring is now taking center stage, with almost two-thirds of employers reporting that they use skills-based hiring, according to the National Association of Colleges and Employers' Job Outlook 2025. Employers are gradually shifting towards candidates who demonstrate transferable competencies, such as adaptability, teamwork, and creativity. They determine how quickly individuals can integrate into fast-paced environments and operate effectively without relying on textbook theories. For years, recent graduates typically experienced lower unemployment rates than the general population, but now they face higher joblessness than the broader workforce. Between April 2022 and March 2025, unemployment for recent college graduates aged 22 to 27 jumped from 3.9% to 5.8%, according to the Federal Reserve Bank of New York. During the same period, overall unemployment for all workers rose more modestly, from 3.7% to 4%. This trend is a result of two significant factors. First, artificial intelligence (AI) is increasingly more present in entry-level jobs that were once stepping stones for new graduates. Automated tools are increasingly handling tasks in marketing, customer service, data entry, and journalism, significantly narrowing the range of accessible opportunities available directly out of college. Second, recent trade policies and supply chain disruptions have strained employer budgets, particularly in the manufacturing and technology sectors, which rely heavily on global operations. Rising input costs and tighter profit margins have prompted many companies to reduce hiring, especially for entry-level positions that require training and development. With millions of graduates competing for entry-level positions, employers have become increasingly selective about their hiring decisions. While academic credentials remain important, hiring managers are prioritizing a different set of competencies when evaluating candidates. A recent survey from found that 97% of employers consider soft skills equally or more important than technical abilities. More significantly, 89% of hiring failures stem from a poor attitude or a lack of interpersonal skills, rather than technical gaps. Recent graduates who master these skills early position themselves as standout candidates in a market where everyone appears qualified on paper. Clear written and verbal communication is among the most valued workplace skills. Employers want candidates who can speak confidently, listen actively, and collaborate effectively. Poor communication usually leads to confusion, costly errors, and team breakdowns. Employers seek graduates who can analyze situations, evaluate options, and make sound decisions with limited information. They value individuals who not only follow instructions but also identify challenges and propose practical solutions. Beyond basic computer skills, mastering AI tools now can hold the same importance as proficiency in Microsoft Office. These platforms enhance productivity and creativity. Strong command of collaboration tools like Zoom and Slack is also essential in today's remote work environment. The ability to understand, interpret, and communicate data has become increasingly valuable. Employers rely on data-driven insights for decision-making, performance assessment, customer experience, and trend forecasting. Data literacy means reading charts, evaluating statistics, and extracting actionable insights that support strategic thinking. The ability to speak confidently and persuasively remains a standout skill. Whether pitching ideas, leading meetings, or presenting to executives or stakeholders, strong public speaking abilities elevate your professional presence and demonstrate leadership potential. Employers highly value candidates who embrace change and actively seek growth opportunities. Adaptability means quickly learning new skills and adjusting your approach when circumstances change. This flexibility demonstrates to employers that you're ready to evolve alongside the organization. Starting your career can feel overwhelming, especially in a crowded job market. However, by taking deliberate, practical steps early on, you can differentiate yourself and increase your chances of success. These strategies not only prepare you for your first job but also lay a strong foundation for long-term career growth. Completing your bachelor's degree remains a crucial step toward enhancing your earning potential and qualifying for more advanced roles, and it sets you apart in a competitive job market. Beyond your degree, consider pursuing certifications in areas such as project management or data analytics to demonstrate your expertise further. Additionally, attending a lecture series, reading industry journals, and participating in discussions can deepen your expertise; however, ensure that these efforts align with your career goals to maximize their impact. Instead of sending out as many applications as possible, focus on a thoughtful, well-planned approach. Having a clear strategy helps you stay organized and focused. Set a realistic timeline for your job search, such as a 60-day plan. Establish a daily routine by dedicating specific hours to your search. Concentrate on industries where your skills are most in demand and tailor each resume and cover letter to fit the job. Go a step further and reach out to potential future co-workers to learn more about the companies you're thinking about applying to, so you can discover more about the culture, the hiring process, and potentially secure an employee referral. Networking remains king in securing interviews in challenging job markets. If you're aiming for your first professional job, gaining relevant experience is key to standing out. Seek internships, even unpaid ones, as they offer valuable skills that employers highly value. Entry-level roles and internships in your target industry help build transferable skills that will benefit your future career. Additionally, volunteering provides practical experience and can give you an edge over other candidates. It's especially helpful for recent graduates or those looking to expand their skill set or switch career paths. In today's digitalized era, employers will likely look you up online before offering an interview. Build a strong professional profile on LinkedIn by including a clear headshot, work history, certifications, skills, volunteer experience, and education. Keep it active by sharing industry updates, achievements, or completed projects. Alongside this, continue to build your network by reaching out to professionals who are a few years ahead of you in your desired field and working at companies that interest you. Expanding your network early can lead to long-term success. Finally, tailor your resume for each job application. Highlight the most relevant skills and experiences that align with the job description, and eliminate any unrelated details. A well-curated resume and online presence show that you're intentional, professional, and ready for the workplace. Keep an eye on emerging trends in your chosen field and assess whether your skills align with current market demands. Staying updated ensures you remain competitive and aware of what employers are looking for. Key skills to regularly refine include leadership, emotional intelligence, and effective communication, as these remain valuable across industries. Career success doesn't start with your first job; it starts with how you prepare for it. Develop a professional mindset early. Think beyond being a student and start acting like a future contributor. Don't wait to build key skills like communication, leadership, and adaptability. Join professional groups, attend industry events, or take a course to demonstrate your readiness before you're needed. In a dynamic job market like the current one, fresh graduates can't afford to wait for opportunities; they have to prepare early. Building a professional mindset, honing your brand, and developing essential skills will set you apart before you even apply. Early preparation isn't just about having an advantage; it's the foundation for launching a successful and sustainable career.
Forbes
02-06-2025
- Business
- Forbes
Why Human Skills Beat Qualifications In The Age Of AI
Artificial intelligence has the potential to revolutionize how we work, making mundane tasks more efficient and slashing the cost of many back-office jobs. But there's a dark side associated with this efficiency and progress - the loss of those people skills that set one individual apart from another, those human qualities that engage others with your business and how you do things. These are often the essence of your business brand and the 'glue' that gets employees and customers to stick. A woman addressing staff in a private meeting Think about the pre-Internet days when we might use a paper map to navigate a car journey. After a few trips, the human brain would begin to understand where the roads were and build a mental picture of the route. With generative AI tools such as ChatGPT and Gemini, that work is done for us so we lose the muscle memory of building up that picture. It's the same in the workplace - when employees are producing the same output for a task because they're all using the same tool, there is no differentiation and no reason to see your business as unique. This is why it's an important shift that more and more companies are looking at skills over traditional qualifications. According to a global survey by hiring platform Indeed, 67% of jobseekers and 51% of hiring managers believe that skills and on-the-job experience carry more weight than someone's qualifications or job titles. Skills-based hiring prioritizes these personal qualities such as communication and engagement skills over whether someone attended a certain university, for example, or they might favour someone who had acquired transferable experience volunteering while their peers were at university. Of course there will be industries where an academic qualification is essential, but our knowledge-based economy will need people who can set themselves apart with human qualities. The World Economic Forum's 2025 Future of Work report spells this out - alongside digital skills and data literacy, creative thinking, resilience, flexibility and agility are rising in importance. From a recruitment perspective, this means not setting up processes that rule people out based on non-essential criteria. In practice, this could mean removing the requirement for a degree or reducing the number of years' experience needed (and in some countries, it's unlawful to ask for these anyway). Look for ways that candidates can demonstrate qualities such as resilience and adaptability through the questions you ask or assessments you set. Why is this important? While AI can reduce the cost of doing business, this should not be the ultimate goal. Take customer support - a role that is increasingly being taken over by chatbots or other AI tools. Although these bots can handle basic questions and troubleshooting, customers with more complex issues will always value the more nuanced input and critical thinking of a human employee. Or if your business is in the creative industry and responsible for producing written communications, the team that can create something innovative and different from others is the one that will stand out in selection over one that has asked a generative AI tool to write its pitch. From a brand perspective, focusing on skills-based hiring and human qualities over algorithms could be more valuable in the long term. Of course, qualifications offer a measurement or benchmark by which we can compare people. But there are other approaches we can use in the recruitment process that can gauge if people have achieved in different ways. Perhaps they have excelled in a sport and are effective within a team, for example, or their previous experience and career trajectory in their career shows them to be a successful client advocate, even when they don't have the same level of qualification as another candidate. As with AI, we cannot rely on qualifications alone to secure the right path forward for the business - it's about the whole person, the whole 'problem' we're trying to solve for customers, and the multiple qualities that make an effective team that will deliver on targets. Ultimately, leaders need to build a business that is adaptable and resilient in a fast-changing market. Although AI tools can support employees to get up to speed quickly with some aspects of their role (it can generate drafts for those who struggle with blank page, or help people to communicate in other languages for example), they cannot replace someone who can create an engaging first impression, alternative way to solve a problem, or put themselves in someone else's shoes. As markets change, quick-thinking and empathetic humans can adapt quickly, contributing to sustainable business growth in the long term.
