What You’ve Done Is Not All You’re Capable Of: Why Transferable Skills Matter More Than Ever
By: Sarah Gaines and Kellie Sauls, ADEIP/CCDP
In a season of sweeping layoffs we’re watching talented professionals, many with years of experience, face an uncertain job market. These individuals bring a deep well of transferable skills—skills like communication, leadership, adaptability, and problem solving—that are critical in every industry, not just the one listed on their last paycheck.
But here’s the hard truth: traditional hiring practices often favor linear career paths and rigid qualifications. This leaves too many capable candidates on the sidelines, especially those shifting industries, reentering the workforce, or coming from unconventional backgrounds.
It’s time to shift the narrative. What someone has done is not the full story of what they are capable of doing.
The Business Case for Rethinking Credentials
Organizations that embrace transferable skills can:
Expand the talent pipeline by considering candidates from adjacent sectors or different career stages.
Boost adaptability and innovation by bringing in fresh perspectives and varied problem-solving approaches.
Potentially increase retention and engagement when employees feel seen for their potential, not just their past.
5 Transferable Skills That Power Great Teams
Communication & Collaboration – Clear, effective communication is at the heart of every strong team, regardless of industry.
Critical Thinking & Problem Solving – The ability to analyze, adapt, and navigate challenges is universally valuable.
Leadership & Teamwork – Whether managing people or projects, leadership shows up in every role.
Digital Literacy & Adaptability – Comfort with digital tools and change-readiness is a baseline in today’s workplace.
Project & Time Management – The ability to prioritize, plan, and execute translates across every field.
How Employers Can Start Hiring for Skills
Hiring for transferable skills doesn’t mean lowering standards—it means being intentional about how we evaluate talent. A few ways to get started:
Behavioral interviews using frameworks like STAR (Situation, Task, Action, Result) to uncover how candidates apply skills across contexts.
Skills-based assessments that focus on competencies rather than industry-specific experience.
Rewritten job descriptions that prioritize outcomes and capabilities over checklists of degrees or years in a particular role.
It Works
Organizations across healthcare, higher ed, nonprofits, and startups have seen the impact of hiring for skills—bringing in professionals who pivoted from one industry to another and thrived. Whether it’s a retail manager stepping into HR, or a journalist succeeding in corporate communications, the path to value isn’t always straight.
Take Action!
Let’s retire the idea that a resume must tell a perfectly linear story. Instead, recognize the strength in adaptability, curiosity, and the capacity to grow into a role. By prioritizing transferable skills, we open the door to a more innovative, inclusive, and resilient workforce.
If you’re a hiring manager or talent leader, here are three things you can do today:
Audit one job description and rewrite it with a focus on competencies.
Use your next interview to ask candidates how they’ve adapted in new environments.
Say yes to someone whose career path looks different—but whose skills shine through.
