Skills-Based Hiring Done Right

Hiring has been centered on resumes, cover letters, and gut instincts for decades. But for Josh Millet, co-founder and CEO of Criteria, this approach no longer cuts it.

“Resumes and unstructured interviews,” Josh explains, “are the two main culprits” behind ineffective hiring practices. 

His company, Criteria, exists to change that. He shares his insights in this week’s episode of America Back to Work.

The Problem with Traditional Hiring

Criteria’s mission is rooted in science, specifically, industrial-organizational psychology. Josh and his team are working to replace outdated hiring tools with predictive, evidence-based assessments. 

Why? Because traditional credentials like educational pedigree and years of experience, he says, are “pretty weak signals” when it comes to predicting job performance. 

“They have some correlation,” he admits, “but they pale compared to what assessments can reveal about a candidate’s potential.”

Validating the Science Behind the Hire

One of Criteria’s core strengths is its rigorous validation of assessments. With a team of I/O psychologists behind the scenes, Josh emphasizes that validation isn’t just about checking a box—linking assessments to tangible business outcomes: better retention, higher productivity, and, increasingly, improved workforce diversity. 

“Some of our best client success stories,” Josh notes, “come from helping companies identify talent they would’ve otherwise overlooked.”

The Rise of Skills-Based Hiring

Skills-based hiring isn’t just a trend; it’s a fundamental shift in how companies identify value. 

“What matters isn’t how you got your skills, but that you have them,” Josh argues. 

This shift also opens doors for talented individuals who lack traditional credentials like a four-year degree. 

“If you can’t document why you need a degree for a role,” he says, “don’t require it. You could be excluding over 60% of the population.”

Josh is clear: You hire better when you hire based on potential and capability. Cognitive ability, for example, is a strong predictor of long-term success. Criteria focuses on assessments that measure learning agility, problem-solving, and critical thinking.

From Cultural Fit to Cultural Add

Perhaps one of Josh’s most insightful challenges is the idea of “cultural fit.” While it sounds harmless, the term often conceals subjective biases. 

“Would you want to have a beer with them?” has become a shorthand in hiring circles, but it’s not a valid predictor of performance. 

“We encourage companies to look for a ‘culture add’ instead,” Josh says. “What new perspective could this person bring to our team?”

Enhancing the Candidate Experience

Candidate experience has become a strategic imperative, especially for large consumer brands. 

“Those who apply for your jobs are also your customers,” Josh reminds employers. 

Criteria has responded by developing game-based assessments and interactive feedback tools. Even if candidates aren’t hired, they walk away with insights about themselves, a process that feels both respectful and valuable.

Data-Driven Hiring for a Competitive Edge

Today’s most successful HR leaders understand that hiring can’t rely on instinct alone. 

“There was a moment where companies realized they were using data in every department except HR,” Josh says. 

That recognition has led to explosive growth in evidence-based hiring platforms like Criteria.

But it’s not just about using data, it’s about using it responsibly. Josh cautions against blindly trusting AI without understanding its potential biases. At Criteria, machine learning is deployed carefully and transparently, always to reduce, not reinforce, bias.

Building a Better Hiring Future

Josh Millet’s approach offers a compelling blueprint for HR leaders and hiring managers ready to challenge the status quo. By embracing validated assessments, skills-based hiring, and inclusive practices like “culture add,” organizations can build teams that are not just more productive but also more equitable and future-ready.

Josh says, “If we keep relying on outdated tools, we’ll keep getting outdated results. The future of hiring isn’t about where someone went to school, it’s about what they’re capable of doing today, and tomorrow.”