Municipalities are facing increasing pressure to fill critical roles with qualified, capable individuals—but many qualified candidates are being filtered out by traditional hiring methods that focus on degrees and years of experience. Skills-based hiring offers an alternative approach: one that focuses on what a candidate can do, not just where they’ve been.

Instead of requiring a bachelor’s degree or five years in a similar position, a skills-based approach looks for demonstrated competencies. Can the candidate analyze data? Communicate effectively? Navigate regulatory requirements? These core skills can be assessed through practical exercises, work samples, or structured interviews—methods that can more accurately predict success on the job.

The payoff is significant. By removing unnecessary barriers, municipalities can tap into a much wider and more diverse talent pool, including veterans, career changers, rural applicants, and those who’ve gained their skills outside of formal education. This is especially valuable in smaller towns or for hard-to-fill roles where qualified applicants may be scarce. Skills-based hiring also helps municipalities build stronger, more resilient teams. When people are hired for what they can do—not just where they went to school—they’re more likely to thrive in their roles and grow within the organization. It’s a strategy that aligns with OMAG’s mission: helping Oklahoma cities and towns build well-run, sustainable local governments.

While it may require updating job descriptions or rethinking interview processes, the long-term benefits—more inclusive hiring, better job performance, and stronger retention—are well worth the investment.