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Yes and No, and here is why:
There are many other important factors about a potential hire that come into play, apart from the skills that are directly related to the industry/field requirements of a job. These factors include but are not limited to: transferable skills such as leadership, autonomy, coachability, demosntrated results in operational efficiency, academic records, team and vision fit, presentation and verbal skills, and more. Considering all these other factors is as equally important as evaluating a potential hire's field specific skillset.
Another important factor is the position that person is looking to fill. Having no skills or recently acquired skills in a field means that the person looking for a job will have increased chances of getting hired at entry or maybe second-tier level jobs, for example, junior staff or experienced staff. If that person is looking to get hired as a manager or more executive positions, they will have a harder time justifying their skillset and how they could be an asset to a hiring committee, whether it is one HR person or a more complex recruiting structure.
The above explains why I answered "Yes and No" as I believe hiring does not just depend on the field applicable skillsets of a potential hire.
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