Over the past few years, there’s been a rise in skills-based hiring strategies where employers prioritise portfolios and practical experience over formal degrees, particularly for mid-level roles.

And the World Economic Forum (WEF) Future of Jobs Report 2025 found that a significant number of South African companies are taking the expectation of a degree out of the application process.

The technology sector is one of those leading this charge. Roles that were once perceived as degree-dependent, like development, quality assurance and cloud infrastructure, are being increasingly filled by candidates who can prove what they know and show how they work.

This is one field that is constantly changing with new tools and frameworks emerging at immense speeds, so companies are looking for people who can contribute instantly to the business.

This doesn’t mean that training is dead either. It’s just changing its shape. Learning that takes place too far away from lived environments, tools and delivery pipelines and teams risks becoming irrelevant.

A curriculum that stretches over several years may still be academically sound, but by the time it’s over, the job it was aligned to may have changed completely.

The Future of Jobs Report 2025 emphasised this point, stating that skills disruption is so high that employers expect 39% of employee core skills to change by 2030.

Employers are paying attention to more than technical ability, they want early career candidates who understand how to contribute to a team, how to communicate, how to remain accountable – people who have insight into what it’s like to operate inside the office.

These qualities are consistently influencing hiring decisions and play a defining role in whether or not someone becomes productive early on in their career.

Often, people coming straight into the office from university discover that their theoretical understanding has very little relationship to the real world.

In short, it is important to invest in work-aligned learning.

The distinction between exposure and integration is key. Internship models do offer some insight into lived working experiences, but they often lead to limited growth because learners sit on the edges of real growth.

Tasks risk being disconnected from actual work requirements and are often more admin-related. They’re exposed to the office, but not integrated within it.

Integration models are built on the foundation of output and provide mentoring and measure home learning against real tools and environments. This approach creates pathways that link training directly to industry expectations.

Of course, no discussion about employment is complete without mentioning AI. Many tasks are becoming automated and the role of the human contributor is changing.

AI tools can test code, highlight errors and suggest improvements, which really does reduce time spent on repetitive checking.

They can also be used to improve learner skillsets so they can step into roles with confidence. The technology doesn’t remove the need for certain roles, it simply changes the skillsets required.

And employers are adapting their talent strategies to fit this new paradigm. Many prefer candidates who have shown commitment to their chosen path.

Successful candidates are often those who have researched their chosen field and approached it with intent, showing the qualities companies really want – grit, pride and accountability.

While families still encourage matrics to pursue degrees, it’s an expectation that isn’t really aligning with the current job market anymore.

The cost of lengthy degrees and the time required to complete them isn’t returned on the investment as many qualified learners are still searching for roles that match their qualifications.

Today, immediate entry into structured, work-aligned programmes provides early exposure to opportunities and a very realistic road to career development.

That alignment between relevance and readiness is what redAcademy focuses on, providing learners with real experience inside delivery environments that mirror the pace and structure of the teams they’ll eventually join. It gives them support and a start that can set them up for life.

The post Employers Aren’t Asking Where You Studied Anymore appeared first on Tech | Business | Economy.

• Recruitment expert explains why once-valued CV skills like MS Office proficiency and typing speed are no longer impressing employers
• The shift includes moving away from basic tech skills, generic phrases like “team player”, and social media familiarity towards data literacy
• Expert reveals how jobseekers can modernise their CVs to align with skills-based hiring methods now adopted by 92% of UK employers

The job market has changed over the past decade with recruiters focusing more on proven abilities than credentials.

The CV skills that once guaranteed you an interview, like listing your typing speed or proclaiming yourself a “team player’, now barely register with recruiters in 2026.

This transition shows an unignorable change in workplace expectations. With 92% of UK employers now adopting skills-based hiring methods to build high-performance teams, according to Hays, the emphasis has moved from what qualifications you hold to what you can actually do.

Aaron Conway, director at Ronin Management PTE, a Singapore-based consultancy specialising in digital visibility and AI-driven optimisation, has worked with numerous professionals updating their approach to job applications.

He says that jobseekers are frequently yet unknowingly sabotaging their chances by highlighting skills that recruiters now consider basic expectations rather than competitive advantages.

Below, Conway lists the skills that have lost their shine and reveals what modern employers are actually looking for as we move into 2026.

The Skills Recruiters No Longer Care About in Your CV in 2026

1. MS Office Proficiency

Twenty years ago, being able to navigate Microsoft Word, Excel, and PowerPoint was a legitimate selling point. Today, it’s assumed you can handle these basics. They’re the digital equivalent of being able to use a telephone.

“Listing ‘proficient in MS Office’ on your CV in 2025 is like saying you know how to send an email,” says Conway. “These tools are so embedded in everyday work life that recruiters expect everyone to have functional knowledge. What they want to see is what you’ve achieved using these tools, not that you can simply open them.”

2. Typing Speed

In the era of typewriters and early computers, typing 60 words per minute was impressive. Now, with most professionals spending their entire workday at a keyboard, basic typing competency is a given rather than a specialty.

The exception? Roles specifically requiring transcription or data entry work. For everyone else, your typing speed is about as relevant as your handwriting.

3. Social Media Familiarity

Simply stating you’re “familiar with social media” or listing platforms you use personally no longer carries weight. With billions of people worldwide using Facebook, Instagram, and LinkedIn daily, basic social media literacy is universal.

“Recruiters see ‘experienced with social media’ and think ‘so you scroll through Instagram like everyone else?’” Conway explains. “What matters now is whether you understand analytics, audience engagement strategies, or content performance metrics, i.e. skills that demonstrate business value rather than personal use.”

4. Generic Phrases Like “Team Player” or “Hard Worker”

These overused descriptors have become meaningless through repetition. Every CV claims these qualities, which makes them ineffective differentiators.

“When everyone says they’re a hard worker and team player, the phrases become white noise,” says Conway. “Recruiters want concrete examples: ‘Led cross-functional team of 8 to deliver project 3 weeks ahead of schedule’ tells them far more than any generic claim ever could.”

What Modern Employers Want Instead

1. Critical Thinking

The ability to analyse complex problems, evaluate information from multiple sources, and make sound decisions is now highly prized. Automation handles routine tasks, leaving humans to tackle challenges requiring nuanced judgment.

“Businesses need people who can spot problems before they escalate, question assumptions, and propose innovative solutions,” Conway notes. “This isn’t something you can automate away. It’s distinctly human value.”

Demonstrate this skill by showcasing examples where you’ve identified inefficiencies, challenged existing processes, or developed new approaches that delivered measurable improvements.

2. AI-Assisted Productivity

While basic digital skills are expected, knowing how to leverage AI tools effectively is the new competitive advantage. This includes using AI for research, content creation, data analysis, or process automation.

“The professionals succeeding now aren’t those competing against AI. They’re the ones using AI to multiply their output and impact,” says Conway. “Whether it’s using ChatGPT to draft communications faster, employing AI tools for market research, or automating repetitive tasks, this fluency matters.”

3. Data Literacy

Understanding how to interpret data, draw insights, and communicate findings has become valuable across nearly every role, not just for analysts or data scientists.

Conway emphasises this change: “You don’t need to be a statistician, but you should be comfortable reading reports, understanding what metrics mean for your business, and making data-informed decisions rather than relying purely on intuition.”

This includes basic competency with analytics platforms, understanding key performance indicators relevant to your field, and the ability to present data clearly to stakeholders.

4. Communication Nuance

Modern work requires more sophisticated communication than ever before. This means adapting your message for different audiences, conveying complex ideas clearly, and navigating cultural and generational differences in remote or hybrid environments.

“It’s not enough to say you have ‘excellent communication skills’,” Conway explains. “Can you explain technical concepts to non-technical stakeholders? Do you know how to deliver difficult feedback constructively? Can you build consensus across departments with competing priorities? That’s the communication skill employers value.”

How to Update Your CV

Rather than listing outdated skills in your CV, Conway recommends focusing on achievements that demonstrate valuable capabilities to grab recruiters attention in 2026.

Replace “Proficient in MS Office” with “Developed Excel dashboard reducing monthly reporting time by 40%.” Swap “Team player” for specific examples of successful collaboration with measurable outcomes.

Most importantly, research what AI platforms say about your industry and role. If your skills and experience aren’t appearing where potential employers are asking AI for recommendations, you’re missing opportunities in the emerging search economy.

The post 4 CV Skills Recruiters No Longer Value in 2026 | What Employers Want Instead appeared first on Tech | Business | Economy.

To resolve this, Skillvue has closed a $6.3 million funding round to transform how companies identify, measure, and develop skills across both candidates and employees.

As the job market faces unprecedented disruption, with 59% of workers needing reskilling by 2030, Skillvue’s AI-powered platform is evolving from a recruitment tool into a comprehensive Skills Assessment Agents system that breaks down traditional job structures to reveal the capabilities and potential that truly drive performance.

The seed funding round was led by 360 Capital, with full pro-rata participation from previous lead investors Italian Founders Fund and 14Peaks Capital, alongside co-investment from Orbita Verticale. This brings Skillvue’s total funding to $9.5 million since its founding, following a $2.8 million pre-seed round in 2024 and an initial $375,000 from business angels in 2021.

Skillvue has evolved from a recruitment-focused platform to become the go-to skills partner for organisations looking to effectively and objectively map all kinds of competencies at scale. The platform enables companies to leverage a consistent methodology for skills assessment, whether they’re hiring new talent or developing existing employees at a fraction of the price and time required to conduct traditional skills assessments.

By breaking down traditional job structures into their component skills, Skillvue helps organisations unlock hidden talent that would otherwise remain undiscovered in conventional role-based approaches.

Since its pre-seed round in September 2024, Skillvue has achieved significant growth and development milestones. The company has increased its annual recurring revenue by 8x between 2023 and 2024, and the team will double from 14 to 30 full-time employees by the end of the year across Italy, Germany, and Canada, with significant structural enhancements to support its growing platform capabilities.

Key organisational developments include the creation of a dedicated Psychometric Team led by top AI researcher Dr. Tony Lee to validate and evolve the AI-based skills assessment model, and the establishment of a specialised Customer Success team with dedicated People Scientists who work directly with clients to optimise their skills assessment strategies.

The company has also expanded its Development Team with dedicated resources for cybersecurity and full-stack engineering, while strategically separating its AI Department from the Development Department to accelerate both research and implementation efforts in parallel.

“We’re harnessing the power of AI to put skills at the heart of workforce performance, transforming how companies identify, hire and grow talent. Our technology drives faster, more informed recruitment, smarter talent management and real scalability across HR processes.

With this funding, we’re hitting the accelerator to keep building our Skill Assessment Agents, able to ensure that everyone’s capabilities are visible, valued, and fully unlocked while simultaneously granting a smooth assessment experience both for HR and for final users.”, said Nicolò Mazzocchi, CEO and co-founder of Skillvue.

The AI Agents that power Skillvue’s platform are continuously evolving, not only to improve assessment accuracy but also to enhance the user experience during the assessment process. The company is making significant advancements in its technology, with a focus on evaluating skills with high precision and providing a seamless, engaging interaction for candidates and employees. 

Skillvue’s growth comes at a critical time in the evolution of workforce management. According to SHRM, 70% of HR professionals list finding workers with the right skills as a top priority for 2025, with 35% planning to use pre-employment tests or assessments to identify qualified candidates, and 28% planning to relax education and degree requirements.

However, research by Politecnico di Milano found that in 2024, only 35% of Italian companies were able to identify and unlock “hidden talent” within their organisations.

“We are standing at a pivotal moment for the future of work, where skills — not titles — will define success. Skillvue is not just riding this wave; they are shaping it, by combining cutting-edge AI with a deep understanding of skills-based dynamics.

“Skillvue is setting a new benchmark for how companies recognise, value, and develop skills as the true drivers of growth and success — a vision already embraced by leading players across industries. We are thrilled to support Nicolò, Simone, and the entire Skillvue team in their ambitious journey to scale and redefine how human potential is truly valued.” said Lucrezia Lucotti, partner at 360 Capital.

Lorenzo Franzi, partner at IFF, & Edoardo Ermotti, founder and general partner at 14Peaks Capital said in a joint statement:  “After co-leading the pre-seed round, we are thrilled to partner with Nicolò, Simone and the entire team in this crucial phase of growth. In this first year with Skillvue, our priority alongside the founders was to strengthen the company’s foundations in preparation for scaling up, through targeted hiring across various departments and a well-defined strategic plan.

“We are very pleased with the work done by Nicolò, Simone and the entire team, and we believe that the addition of 360 Capital, with its experience and connections outside of Italy that are strategic for Skillvue, will further strengthen the go-to-market plan.

“Skillvue’s vision fits perfectly at the intersection of two central developments for those who study and build the future of work: the application of AI to HR processes and the transition to skills-based organisational models. We are convinced that these are not just trends, but structural transformations that will redefine the way companies hire, develop and value human capital for decades to come.”

The investment will accelerate Skillvue’s development of Skills Assessment Agents to support HR professionals in their daily routines, moving beyond basic task automation to facilitate each step of the assessments and to provide higher-quality output.

This aligns with current market trends, as approximately half of Italian HR leaders plan to increase their use of AI in 2025, with 80% aiming to streamline processes, reduce costs, and automate repetitive tasks.

Skillvue has established itself as a market leader in retail, large-scale retail, banking, and insurance sectors, serving clients such as Douglas, Carrefour, Credem, Randstad.

Looking ahead, the company plans to expand its international footprint and further enhance its platform capabilities to address the accelerating demand for skills-based approaches to talent management.

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