The Skills Gap Debate: It’s Not About Skills, It’s About Smarter Matching

Hey #TalentFuturists,
Ever feel like the term “skills gap” gets thrown around in every conversation about hiring today? Companies claim they can’t find the talent they need, but here’s my take: the skills gap isn’t what we think it is. What we’re really facing is a matching gap—and that’s something we can fix with the right strategies and tools.
In my 20 years of working across industries, I’ve seen this time and time again. The talent is out there, but we’re not connecting the dots between people and opportunities. Here’s how we can start shifting that narrative and building stronger, more adaptable teams.
1. Stop Chasing “Perfect” Candidates
We’ve got to move away from this idea that there’s a perfect candidate out there who checks every box—exact title, specific degree, and years of experience. The truth is, that perfect fit is rare, and waiting for it means you’re missing out on great talent with the potential to grow into the role.
Instead of focusing on the ideal candidate, look at who brings value in other ways. A candidate with a fresh perspective, diverse experience, or the willingness to learn can often outperform someone who simply fits the mold. We should be prioritizing adaptability, creativity, and a growth mindset—traits that drive success in today’s fast-paced environment.
2. Transferable Skills Are Your Secret Weapon
One of the most under-appreciated assets in today’s workforce? Transferable skills. These are the competencies that can easily apply across different roles and industries, and they’re becoming more essential than ever. Problem-solving, leadership, and critical thinking—these aren’t tied to one industry, yet they’re exactly what companies need to stay competitive.
Imagine this: A marketing professional who’s led large-scale campaigns could be a great fit for a project management role. Or a retail manager with strong customer engagement skills could easily excel in a client-facing sales role. The challenge is that many hiring systems are still designed to only look at industry-specific experience, missing out on these gems of talent.
3. AI Is Changing the Hiring Game
AI isn’t just a buzzword—it’s a game-changer in the hiring process. By using AI-powered tools, we can look beyond keywords and job titles to assess broader skills and match candidates based on real potential. This means no more filtering out great talent because their resume doesn’t have an exact match.
AI also helps reduce unconscious bias, making the hiring process more inclusive and equitable. It allows us to assess candidates on a more holistic level—looking at their ability to learn, adapt, and contribute to a team culture. Ultimately, it’s about smarter, data-driven decisions that lead to better long-term hires.
4. Redefining “Qualified”
In today’s rapidly evolving workforce, being “qualified” doesn’t look like it did even five years ago. The future belongs to those who can adapt, learn quickly, and bring innovative thinking to the table. Companies need to stop focusing solely on past experience and start asking: How can this person grow with us?
The most forward-thinking companies are already tapping into non-traditional talent. They’re hiring candidates from diverse backgrounds and placing value on those who can bring fresh ideas and perspectives. These companies are leading the way because they’re building teams that are ready to tackle whatever the future holds.
Let’s Close the Gap
So, where does this leave us? The issue isn’t that we don’t have enough skilled workers. It’s that we’re not using the right methods to match the talent we have with the opportunities available. The companies that recognize this and adopt smarter strategies are the ones that will lead the future of work.
What Do You Think?
Are we really dealing with a skills gap, or is it a matching problem? I’d love to hear your thoughts—whether it’s about your own hiring challenges or ideas for better connecting talent with opportunities.
Let’s start a conversation about how we can bridge the gap and build stronger teams for the future.
Looking forward to hearing your insights,
P.S. Let’s rethink how we approach hiring—it’s not about filling roles, it’s about finding talent that can grow and innovate with us.