How to Talk to a Hiring Manager About Skills

Hiring managers often think in job descriptions and “must-have experience.” HR, on the other hand, is being pushed toward skills-first hiring. So how do you bridge that gap?

Over the last year, I’ve been coaching HRBPs on exactly this—and here’s what works.

Start With the Future, Not the Past

Resumes show what someone has done. Skills show what they can do next. Frame the conversation around business needs:

• What’s the future of this role?
  
  

• What skills will make or break success in 12–18 months?
  
  

“Resumes tell you where someone’s been. Skills tell you where they can grow.”

Use Language Managers Care About

Instead of HR jargon, translate skills into business outcomes. Example:

• Instead of “learning agility,” say: “They pick up new systems and processes quickly, so we won’t lose momentum during change.”
  
  

Bring Data + Stories

Hiring managers trust evidence. Bring a mix of skills insights (from platforms or assessments) and real stories: “This candidate built a cross-functional team in half the time because of their collaboration skills.”

My Takeaway From the Past Year

I’ve seen how these conversations unlock a mindset shift. When managers hear skills framed in business terms, they stop asking “What jobs have they done?” and start asking “What can they do here?” That’s where real growth starts.

Call to Action: If you want your HRBPs and recruiters to have stronger skills-based conversations with hiring managers, let’s talk. [Book a Discovery Call].