3 min read

As technology advances and the labor market evolves, traditional hiring methods that focus solely on degrees and job titles are becoming outdated. Today’s dynamic employment landscape calls for a more insightful approach that recognizes individuals not just for their credentials but for the real value they bring through their skills and competences. 

For decades, Public Employment Services (PES) have matched jobseekers to vacancies using selection tools based on rigid criteria—education level, job title, certifications. If a jobseeker didn’t meet one requirement, they were simply filtered out. This “all or nothing” approach left many qualified individuals invisible in the system.

 What follows is a true story.

“Hello! My name is Rachid. I’m unemployed and have no diploma.”

Searching for a job did not go smoothly for Rachid. When employers made selections for jobseekers, he was never found. That’s because he had no experience and no degree, two criteria that employers select frequently. Search through selection is a matter of “all or nothing”: as soon as a search criterion was not met, Rachid was no longer included in the results.

From Filtering to Matching: A New Way to See Talent 

This is the core idea behind competence-based matching: hiring based on what people can do, not just what credentials they hold. 

From Filtering to Matching: A New Way to See Talent 

This is the core idea behind competence-based matching: hiring based on what people can do, not just what credentials they hold. 

A prime example is VDAB, the leading partner of the Belgian Public Employment Service. Since 2003, VDAB has been committed to increasing success rates for both jobseekers and employers, with job matching as a central part of their services. To address the varied needs of different target groups, VDAB requires matching strategies that are both flexible and responsive. 

By integrating WCC’s Employment Platform with its case management system, VDAB has greatly enhanced the precision and relevance of its job matching. These competence-based strategies are refined monthly, enabling deeper insight into the talent pool and improving the quality of both job and candidate recommendations. As a result, employer satisfaction has grown significantly, with many now prioritizing jobseekers recommended through VDAB. 

This method doesn’t dismiss diplomas—it places them in the proper context, as just one part of a person’s profile. Competence-based matching makes it possible to see the potential in individuals who might otherwise be overlooked: young people without formal qualifications, older workers with outdated degrees, or migrants whose credentials aren’t officially recognized. It allows employers to connect with candidates who may not look ideal on paper but have the skills and potential to thrive with the right support. 

Overcoming Barriers to Build a Smarter Labor Market 

By applying weighted matching criteria, this approach moves away from binary filtering and toward more nuanced results. A jobseeker who matches 80% of a job’s requirements can be considered, especially if they’re motivated and open to training. This shift not only widens the talent pool but helps close skill gaps more efficiently. 

Still, implementation isn’t without hurdles. Upgrading systems to handle competence data takes investment. Changing mindsets—among jobseekers, employers, and caseworkers—takes time. And risk-averse organizations may hesitate to abandon the old way without guaranteed results. 

But the case for change is clear. Today’s labor market is defined by volatility, uncertainty, complexity, and ambiguity (VUCA). If PES are to remain relevant and effective, they must become more agile, adaptable, and forward-looking. 

Competence-based matching won’t solve everything. But it’s a major step toward a more inclusive, efficient, and future-ready job market—one where talent is recognized in all its forms, and opportunity is within reach for more people than ever before. 

Learn more about how WCC is helping shape the future of employment services.