Resumes tell a story—but not always the complete one. Traditional hiring methods often rely heavily on past industry experience, titles, or specific degrees, inadvertently excluding talented individuals who possess highly transferable and valuable skills. This approach disproportionately impacts women who have taken career breaks, pivoted between industries or pursued non-linear career paths.

Studies, including recent findings from Harvard Business Review, show that companies that adopt skills-based hiring benefit significantly, experiencing up to 60% higher employee performance and 90% higher retention. This shift allows companies to tap into a diverse, capable, and largely untapped talent pool.

At The Second Shift, we successfully placed investment bankers into CFO roles at small companies, leveraging their strong financial acumen and strategic insight, even if they lacked traditional CFO experience. Similarly, a brand marketer who built a career in publishing possesses transferable marketing and brand-building skills that make them ideally suited to pivot successfully into roles within industries like beauty despite not having direct experience with CPG marketing.

Embracing skills-based hiring isn’t just inclusive; it’s strategic. Organizations thrive when they recognize talent beyond industry-specific experience. It’s time to redefine “qualified” and hire individuals based on what they can achieve, not just what they’ve already done.

Skills-Based Hiring: Unlocking Hidden Potential

In today’s rapidly changing job market, finding the perfect candidate may feel daunting. Companies traditionally rely on industry experience, familiar job titles, and linear career paths to filter applicants. While seemingly efficient, this conventional approach can inadvertently exclude highly skilled candidates who don’t neatly fit within traditional hiring criteria—especially women who are returning to work after breaks, making career pivots, or entering new industries.

Shifting toward skills-based hiring—focusing on transferable capabilities rather than past titles or specific industry experience—can significantly widen the candidate pool and enhance workforce diversity. According to recent data from LinkedIn’s Future of Recruiting Report, organizations prioritizing skills over pedigree see tangible business benefits, including up to 60% improved employee performance and up to 90% better retention rates.

Why does this approach work? When you focus on skills, you capture what predicts job success: adaptability, critical thinking, problem-solving abilities, communication skills, and resilience. Particularly for mid-career women, whose career trajectories often don’t align perfectly with rigid hiring requirements, a skills-first mindset acknowledges the depth of their expertise, regardless of how and where they acquired it.

This hiring shift also provides substantial business benefits. Skills-based organizations foster more inclusive cultures and diverse teams are consistently proven to deliver greater innovation and financial returns. A McKinsey report highlights that companies with higher gender diversity outperform their less-diverse counterparts financially by 25% or more.

At The Second Shift, we’ve witnessed firsthand how hiring based on transferable skills and potential—not just previous titles—helps companies secure exceptional talent they might otherwise overlook. For example, we successfully placed investment bankers into CFO roles at small companies, leveraging their strong financial acumen and strategic insight, even if they lacked traditional CFO experience. Similarly, a brand marketer who built a career in publishing possesses transferable marketing and brand-building skills that make them ideally suited to pivot successfully into roles within industries like beauty despite not having direct experience with CPG marketing.

Embracing skills-based hiring isn’t just inclusive; it’s strategic. Organizations thrive when they recognize talent beyond industry-specific experience. It’s time to redefine “qualified” and hire individuals based on what they can achieve, not just what they’ve already done. Skills-based hiring is not simply a novel approach—it’s a strategic advantage in building robust, diverse, and high-performing teams.

Bottom Line: When you stop limiting your search to industry experience alone and embrace skills-based hiring, you open doors to new talent, better performance, and more inclusive workplaces.

In recent years, women’s representation in corporate America has seen modest gains. According to McKinsey & Company’s “Women in the Workplace 2024” report, women’s representation at the entry level rose from 45% in 2015 to 48% in 2024, and in manager roles, from 37% to 39% over the same period. However, despite these improvements, women—particularly women of color—remain underrepresented in leadership positions, with only about 30% of C-suite leaders being women.

Lately,  a notable shift has occurred in corporate commitments to diversity, equity, and inclusion (DEI). As recent headlines and surveys reveal – while 65% of companies plan to maintain their DEI budgets in 2025, 8% intend to reduce funding, and 5% have already eliminated their programs. These decisions are influenced by factors such as political climate changes, economic pressures, and challenges in measuring return on investment.

Unfortunately, the reduction in DEI initiatives poses a risk to the progress made in advancing women’s roles in the workplace. Without sustained support, the modest gains achieved over the past decade could stagnate or even reverse, underscoring the need for continued investment in DEI efforts to promote gender equality and inclusivity.

Hiring in 2025 is brimming with exciting opportunities for both members and clients. Here’s what we’re seeing:

• Seasoned Professionals Are In Demand: Companies are increasingly recognizing the value of seasoned, experienced workers. Research shows that teams with a mix of ages and experience levels are more innovative and productive. For members with years of expertise under their belts, this is your time to shine. And for clients, tapping into this talent pool can bring unmatched value and insight to your organization.
• Retention Over Recruitment: With turnover rates stabilizing, companies are doubling down on keeping their best employees happy. Think mentorship programs, upskilling opportunities, and internal mobility—it’s all about investing in people. For members, this means more chances to grow and thrive within your current roles. And for clients, it’s a reminder that building a culture of growth and loyalty can pay off big time.
• Flexibility is the Future: Flexible hiring practices—offering remote, hybrid, or part-time roles—are becoming the gold standard for attracting top talent. This isn’t just about accommodating life’s curveballs; it’s about empowering people to bring their best selves to work. Members, keep an eye out for companies embracing these practices, and clients, don’t miss the chance to stand out by leading with flexibility.

By leaning into these trends, 2025 is shaping up to be a win-win for everyone in the workplace. Let’s make it a year to remember!

Looking for high-level talent to fuel your business growth this year? Let’s connect to discuss how The Second Shift can support your goals.

The workforce landscape continues to evolve, with women playing an increasingly pivotal role. Here are three key trends shaping 2025:

• Flexibility Remains a Priority: According to recent studies, 76% of women prioritize flexibility over pay increases when evaluating job opportunities. In fact, companies that offer hybrid or fully remote roles see a 35% increase in applications from women. For members, this means a wider array of job options that fit their unique life stage needs. For clients, it’s a reminder that offering flexibility isn’t just a perk—it’s essential to attract and retain top talent.
• Leadership Potential Untapped: Women hold just 29% of senior leadership positions globally, despite consistently outperforming men in key leadership competencies such as emotional intelligence and conflict resolution. Companies with women in executive roles are 25% more profitable on average, making this an opportunity for organizations to reassess promotion pipelines and mentorship programs to nurture leadership-ready talent.
• The Freelance Surge: The number of women entering freelance and contract work has grown by 18% in the last year, reflecting a shift toward autonomy and balance. This trend is particularly strong among mid-career professionals seeking greater control over their schedules and career paths. For members, this is a great time to explore freelance opportunities through The Second Shift. For clients, the growing freelance pool provides access to experienced professionals for short-term or project-based needs.

The data is clear: businesses that prioritize diversity, flexibility, and equitable opportunities will lead the way in 2025.

Looking for high-level talent to fuel your business growth this year? Let’s connect to discuss how The Second Shift can support your goals.