The path from university to employment is no longer a given, and the future of work can no longer be predicted through degrees and traditional experience alone. Emerging technologies, shifting markets, and rapidly evolving demands are forcing both employees and employers to constantly adapt. As practical skills outweigh academic credentials, companies must rethink how they recruit and develop their teams. This transformation is already visible in recent forecasts that point to both challenges and opportunities in the evolving job market:
- 39% of current skills will become obsolete by 2030, and over 50% of employees will need upskilling and reskilling to cope with the changes [1].
- By 2030, 170 million jobs will be created, compared to 92 million eliminated, resulting in a net gain of 78 million, and universities and traditional learning styles will not be able to keep up [1].
- Only 56% of adults in Europe will have basic digital skills in 2025. This deficit accentuates the dependence on specialists trained through practical training (boot camps, academies, personalized courses) [2].
In 2025, the labor market is undergoing a profound transformation, and the traditional differences between physical and office work are no longer sufficient to understand professional realities. A report published by the Organization for Economic Cooperation and Development shows that more and more employers are adapting their recruitment methods, prioritizing candidates’ actual skills rather than relying solely on formal degrees and qualifications.
According to the OECD, recruiters are focusing more on candidates’ skills, with approximately 14% of LinkedIn recruitments based solely on skills, while only 1% combine skills and qualifications [3]. This change is largely due to labor shortages in key sectors, which are prompting companies to be more flexible in their educational requirements.
All these changes in the labor market mark the rise of a new professional category: new collar jobs—roles that combine technical skills, digital adaptability, and continuous learning, different from the traditional “blue collar” or “white collar” jobs.
What exactly are “new collar” jobs?
New collar roles are positions where practical experience and acquired skills matter more than a university degree. These careers are based on specialized courses, certifications, or direct learning in the field, without necessarily attending college, a phenomenon already common in IT, cybersecurity, digital marketing, or HR jobs.
New collar jobs often offer greater flexibility and hybrid work options, making them an increasingly popular choice for employees who do not want to pursue a university degree.
What can companies and business leaders do to adapt to these changes?
For HR professionals, managers, and team leaders, the message is clear: companies must develop their ability to train and retain new-collar professionals. This involves three major strategies:
- Recruitment based on skills, not diplomas
Companies that implement real technical assessments instead of traditional academic backgrounds manage to attract high-potential professionals, even if they have non-linear backgrounds. These employees adapt quickly and are more motivated to perform. - Adopting a culture of continuous learning and adaptability
In a dynamic technological environment, the success of companies depends on the ability of employees to learn continuously and adapt quickly to change. Promoting an organizational culture that encourages experimentation, training, and constructive feedback is essential for the professional development of new collar specialists. - Customized Reskilling and Upskilling programs
In the context of talent shortages, companies that invest in training their people become more resilient and efficient. Reskilling and upskilling programs for employees allow for the rapid retraining of people or the preparation of new colleagues according to the real needs of your teams. These programs can be developed internally or in partnership with education providers such as Digital Stack, which offers modular courses, academies, or customized programs tailored to the specific needs of each company.
Conclusions
New collar jobs are no longer just a trend, but a strategic necessity for companies that want to adapt quickly to technological and market changes in 2025 and beyond. These jobs, focused on practical skills and continuous learning, offer concrete solutions to the increasingly acute talent shortage in key sectors such as IT, cybersecurity, and digital marketing. Investing in customized upskilling and reskilling programs, as well as an organizational culture based on continuous learning, are essential to harnessing the potential of this new category of jobs.
References
[1] World Economic Forum. The Future of Jobs Report 2025. https://www.weforum.org/publications/the-future-of-jobs-report-2025/
[2] Eurostat. Digitalisation in Europe – 2025 edition. https://ec.europa.eu/eurostat/web/interactive-publications/digitalisation-2025
[3] OECD. Empowering the Workforce in the Context of a Skills-First Approach. https://www.oecd.org/en/publications/empowering-the-workforce-in-the-context-of-a-skills-first-approach_345b6528-en.html
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