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Experis/ManpowerGroup research summary on how employers and employees are actually using AI at work, plus a five-step action plan for building AI career durability.
In plain terms: A research write-up from staffing firm Experis showing most employers now use AI in hiring and are fine with candidates using it too, while very few companies have AI fully rolled out. It argues AI mostly augments jobs rather than replacing them, and lists five practical steps — build durable skills, learn your company's AI tools, research use cases for your role, take free training, and propose a small pilot.
From the site: Exploring the key findings of our new report: Building and Sustaining a Meaningful Career in the AI Age.
Why I recommend it: The headline stat matters for job seekers: 85% of employers say it is fine for candidates to use AI during hiring, and 53% already use AI in hiring and onboarding. Use the five-step durability plan as a checklist — learn what AI your employer is deploying, find use cases for your role, take free training, then pitch one small pilot you can measure. That pilot becomes a resume bullet.
Founder and CEO of Opportunity@Work, who coined the "STARs" (Skilled Through Alternative Routes) framework and drives the "Tear the Paper Ceiling" campaign.
In plain terms: This LinkedIn profile features the writings and updates of workforce advocate Byron Auguste. Follow him to learn about skills-first hiring trends, career pathways, and job market changes that value practical experience over four-year college degrees.
Why I recommend it: Pairs with the Opportunity@Work entry — he makes the economic case for hiring on skills.
National nonprofit researching and advocating for skills-first hiring; created the STARs (Skilled Through Alternative Routes) framework covering 70M+ U.S. workers without a bachelor's degree, and runs the 'Tear the Paper Ceiling' campaign.
In plain terms: This nonprofit organization supports workers who built their skills through work experience, apprenticeships, or military service rather than a college degree. You can explore career pathways, read real worker stories, and learn about employers hiring based on skills instead of degrees.
Why I recommend it: If a degree requirement is blocking you, their STARs research gives you language and data to push back.
A clear explainer on the shift from credential screening to skills assessment, including how employers weigh transferable skills and what candidates can do to make skills legible on paper.
In plain terms: This article explains why many companies now prioritize practical skills and potential over traditional college degrees. You can use it to understand modern hiring trends and emphasize your relevant abilities during your job search.
Why I recommend it: Good primer if you are early in a pivot and still unsure how to frame experience from an unrelated field.
SHRM's practitioner toolkit for employers moving away from degree screens: how to write skills-based job descriptions, assess candidates on demonstrated ability, and rebuild interview scorecards around competencies.
In plain terms: This guide explains how employers evaluate candidates based on proven abilities rather than college degrees. You can use it to understand how companies score interviews and assess hands-on skills during the hiring process.
Why I recommend it: Read this from the employer's side of the table. It tells you exactly which skills language HR is now trained to look for in your resume.
The former IBM CEO on why she removed degree requirements from a majority of IBM roles, created the "new collar" job category, and built apprenticeship pipelines instead of competing for credentialed hires.
In plain terms: This article features former IBM CEO Ginni Rometty explaining why companies are shifting toward skills-based hiring instead of requiring college degrees. You can use these insights to understand how employers evaluate real skills and pursue career paths without traditional credentials.
Why I recommend it: This is the origin story behind IBM's apprenticeships. Quote the philosophy back to them in your application: they mean it.
HBS podcast interview with the CEO of OneTen, a coalition of employers committed to hiring and advancing workers without four-year degrees into family-sustaining careers.
In plain terms: This podcast interview explains how major employers are shifting toward skills-based hiring instead of requiring college degrees. You can listen or read the transcript to learn how companies are opening career opportunities for workers without four-year degrees.
Why I recommend it: OneTen's employer coalition is a concrete target list. Search their partner companies when you job hunt.
A staffing firm's breakdown of how IT hiring managers evaluate certifications, portfolios, and hands-on assessments instead of degrees, and which technical skills carry the most weight in screening.
In plain terms: This guide explains how tech employers increasingly hire based on practical skills and certifications rather than college degrees. You can use it to find in-demand IT roles that you can enter through bootcamps, online courses, and self-study.
Why I recommend it: Recruiters wrote this for other recruiters. Mirror their vocabulary in your resume and LinkedIn headline.
World Economic Forum podcast episode on the skills-first shift: which capabilities are growing fastest, how employers are restructuring roles, and what workers should invest their learning time in.
Why I recommend it: Listen on a commute. The point that sticks: skills expire faster than degrees, so a learning habit beats a credential.
SHRM research on how widely skills-first hiring has actually been adopted, where employers still fall back on degree requirements, and what changes inside companies that commit to it.
In plain terms: This research report explores how employers are shifting toward hiring based on skills and practical experience rather than college degrees. You can use it to understand the credentials companies look for and tailor your job applications around your strongest abilities.
Why I recommend it: Useful reality check. Plenty of companies announce skills-first hiring without changing the screen, so lead with proof of work anyway.
JUST Capital's newsletter tracking corporate commitments on worker pay, advancement, and skills-based hiring across large American employers.
In plain terms: This newsletter tracks pay, career advancement, and skills-based hiring practices across large American employers. You can use it to research companies that prioritize fair wages and hire based on skills rather than degrees.
Why I recommend it: Use it as a screening tool for where to apply. Companies that publish worker metrics tend to actually promote from within.
