In NACE’s Job Outlook 2025 survey, close to two-thirds (64.8%) of employers reported that they use skills-based hiring practices for new entry-level hires. Further, skills-based hiring practices appear to be relatively pervasive, with more than half of employers using these practices always or most of the time in their hiring process. 

“Moving to skills-based hiring opens opportunity for a broader demographic of students to access positions where they otherwise would not meet the qualifications,” says Melissa Burns, TA early career and strategic relationship manager, Jackson National Life Insurance Company (Jackson).

“From an employer perspective, this can provide a more diverse candidate pool, allowing recruiters to reach outside of a specific major/experience to access candidates based on skills.”

She says those in the profession have heard job seekers say, “I can’t get a job because I don’t have the experience, but I can’t get experience if no one will give a chance.” Then, on the flip side, employers often say, “I have good candidates, they just don’t have the specific education or experience required.”  

“Skills-based hiring can help bridge this gap on both sides,” Burns says. 

Many employers include skills development in their internship programs to enhance their interns’ career readiness and bolster conversion. For example, Jackson has structured its internship program, development programs, and part-time roles to include:

• Development workshops to build professional skills, ensuring readiness for what comes next;
• Hands-on, real-world work with structured feedback to grow strengths and understand areas of opportunity; and
• Networking with organizational leaders for cross-departmental exposure and better understanding of the business.

“This framework ensures the students are gaining exposure, development, and experience to build the skills necessary for a professional job,” Burns notes.

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“[Preparing students for the workplace during internships] builds an understanding of what’s expected and gives students a safe space to grow their skills while building confidence in their abilities.” 

Effective implementation of skill development will be evident in the students who go through the internship program and, possibly, in intern satisfaction and conversion. 

“Given this is something we already do, I see a measurable difference in the students from the time they start until the time they finish. They now have a new level of confidence and skills to back it up,” Burns says.

“They also have a good understanding of how to navigate our professional environment. The investment we make is impactful for them personally and professionally, and they want to stay with us.”

She recommends that organizations that want to incorporate skill development into their internship programs keep their focus on the interns. 

“Make sure you approach this with the student in mind and teach them skills that help them grow as a person,” Burns advises. 

“This growth will better prepare them for full-time or long-term growth within your organization.”

Melissa Burns will present during NACE’s 2025 Internship Series.

How Does Your Internship Program Stack Up?

NACE’s 2025 Internship & Co-op Report offers hiring projections for the 2024-25 academic year, and benchmarks based on actual data from 2023-24 programs. Get the latest offer, acceptance, and conversion rates, insight into how students are sourced and recruited, and much more.

SEE WHAT'S IN THIS YEAR'S REPORT

The companion report, Guide to Compensation for Interns & Co-ops, provides supporting compensation information. ( Save by bundling the guide, report, and dashboard!)