What is skills-based hiring, and why is it effective for Texas employers?

Skills-based hiring focuses on evaluating candidates’ real-world abilities instead of relying solely on degrees or job titles. In Texas’ competitive labor market — especially in fields like IT, accounting, logistics, and engineering — this approach helps employers uncover capable candidates who might otherwise be overlooked, reduce time-to-hire, and improve retention by matching people to roles based on what they can actually do.

How can Texas companies implement a skills-based hiring process effectively?

The process starts by defining the core competencies needed for each role, then selecting the right assessment format (like work samples, simulations, or technical tests). Employers should also balance efficiency with candidate experience — keeping assessments focused and under two hours — and use results to replace multiple interview rounds, speeding up hiring without sacrificing quality.

What are the long-term benefits of skills-based hiring for Texas employers?

When done well, skills-based hiring delivers measurable ROI: Faster hiring times through streamlined evaluations Stronger job fit and reduced turnover More inclusive talent pools by removing degree or background barriers Continuous improvement through data-driven refinements of assessments Partnering with a staffing expert like Burnett Specialists can help Texas employers design assessments tailored to their industry and scale hiring efficiency across roles.

Houston Finance Talent Market Report

Houston’s Finance Market Is Moving Fast

Local finance leaders are facing an unusual mix of high demand and limited availability of experienced talent. Senior accountants and analysts have multiple offers at once, and time-to-fill for key roles has grown sharply.

Without a clear continuity plan, teams face:

Slower reporting and close cycles

Heavier workloads on remaining staff

Increased risk of turnover and compliance gaps

What Houston Companies Are Doing Differently

Forward-thinking organizations aren’t waiting until roles go vacant. They’re building flexible, proactive staffing strategies to maintain stability no matter how the market shifts.

Examples include:

Using contract or project-based professionals during high-demand periods

Maintaining pipelines of qualified candidates through trusted recruiting partners

Creating retention plans that combine professional growth with realistic workloads

The goal is no longer to staff reactively. It is to create a talent system that can absorb change smoothly.

Finance Talent Snapshot

42 days: Average time-to-fill for senior accounting roles

58 days: Average time-to-fill for staff accountant roles with a CPA required (41 days without a CPA required)

Burnett Specialists reduces time-to-fill by up to 40% through active local talent pipelines

With 4,700+ placements last year and 16 years ranked #1 in Houston for direct-hire placements, we know what it takes to keep finance teams fully staffed and future-ready.

Why Local Recruiting Expertise Matters More Than Ever

In Houston’s finance community, relationships matter. Deep local knowledge and long-standing candidate networks make a measurable difference, especially when competition is high.

What Burnett Brings to the Table:

Decades-long relationships with finance professionals across energy, banking, and corporate sectors

Market insight that helps clients anticipate hiring trends, not just react to them

A reputation built on trust, accuracy, and speed

The result? Continuity, even when hiring slows or turnover spikes.

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Skills-Based Hiring for Employers: How to Design Assessments That Cut Time-to-Fill

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Houston’s Finance Talent Market: How Top Teams Stay Stable

Houston’s Finance Market Is Moving Fast

What Houston Companies Are Doing Differently

Finance Talent Snapshot

Why Local Recruiting Expertise Matters More Than Ever

Discuss Your Hiring Plan

Recent Blogs

Audit Season Pressure Test: Will Your Team Hold?

5 Signs Your Finance Team Is Burning Out

Continuity Beats Capacity: Keep Close and Audit on Track

The Real Cost of Finance Turnover in Houston

Skills-Based Hiring for Employers: How to Design Assessments That Cut Time-to-Fill

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