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Misguided ad no 1.<\/strong><\/p>\n The first ad claims to be looking for a \u201cCafe Manager\u201d<\/em> to work \u201cpermanently, with no restriction on hours\u201d<\/em> in a \u201cbusy cafe in Cheltenham, Australia.\u201d<\/em> As well as being \u201can all-rounder who\u2019s hard-working, honest, friendly and motivated,\u201d<\/em> applicants are required to have \u201c1 year\u2019s experience working as a barista\u201d<\/em>.<\/p>\n So far, so reasonable.<\/p>\n The longlist is looking healthy. Until the next requirement is revealed: A Doctoral degree (subject unspecified). Suddenly, even a decent shortlist of candidates is looking unlikely.<\/p>\n Misguided ad no 2.<\/strong><\/p>\n The second ad\u2019s from a tech start-up looking for a Manufacturing Engineer to fill an \u201centry-level\u201d<\/em> role in a \u201cleading technology innovation company.\u201d<\/em> The ideal candidate, they\u2019re clear, is a \u201cmotivated, self-starter\u201d<\/em> with a \u201cstrong mechanical aptitude,\u201d<\/em> a familiarity with \u201ctooling and fixing fabrication,\u201d<\/em> and experience of \u201cassembly and machining process flows.\u201d<\/em><\/p>\n But, be warned, they must also be \u201ccapable of tackling the hardest missions\u201d<\/em> and have \u201cextraordinary amounts of courage, resilience, and precision.\u201d<\/em> Oh, and a Ph.D. with evidence of post-doctoral research experience.<\/p>\n Spot the common denominator?<\/strong> Yes, both ads demonstrate a determined and unwavering requirement for candidates to have a degree in order to do the job. Even when soft skills, practical experience, and mental fortitude seem to be the real measures of success.<\/p>\n True, these are extreme examples. But their approach isn\u2019t uncommon. In fact, up until recently, most employers have included, almost by default, a degree qualification for all higher to middle-skill roles.<\/p>\n The tide is, however, turning. And businesses that still stick to their academic (albeit unconscious and unintentional) bias now risk being branded as outdated. And losing the interest<\/strong> of the few qualified candidates that pass their rigorous hiring criteria.<\/p>\n So, what\u2019s behind the shift? And why now? Let\u2019s take a look.<\/p>\n We hinted at it earlier, but let\u2019s be clear; most organizations don\u2019t insist on degree-level qualifications because of intellectual snobbery. After all, your hiring managers need to shortlist somehow. And asking for a degree is an easy, quick, and practical way of doing that.<\/p>\n Using a “yes” or “no” tick box on a form, for example, means applicants without the relevant formal credentials can be quickly filtered out. Which speeds up the hiring process<\/strong> and saves on costs and resourcing.<\/p>\n There\u2019s also the fact that college qualifications are absolutely essential for a number of highly specialized roles<\/strong>. You wouldn\u2019t, for example, want a surgeon without the right formal medical qualifications performing your heart bypass. Or, an attorney without complete and compliant legal training representing you in a lawsuit.<\/p>\n But this mutual dependency has, over time, been extended to other white-collar roles. And not just those (like law or medicine) where the requirements are mandated in law. The assumption being, if you\u2019re applying for a job at a certain level or pay grade, you must have been to college or university.<\/p>\n Let\u2019s not forget, too, that studying for, and completing, a degree also indicates a certain level of motivation and dedication<\/strong>. And requires a diverse set of soft skills. All of which can be useful in the workplace.<\/p>\n Given all of that, it\u2019s easy to see how the precedent for including degree qualifications in job specs and hiring criteria was set. It is, after all, grounded in logic and pragmatism. And for that reason, it\u2019s become the unquestioned \u201cnorm\u201d for most businesses for a long time now.<\/p>\n But is it fair to use this approach now? And is it in the best interests of businesses and candidates?<\/p>\n Time to debunk the myth.<\/p>\n Hire for potential, train for growth It\u2019s true that certain professions will always need to set firm and fixed academic markers when hiring. But for the majority of jobs, removing that one barrier to entry has the potential to open other doors.<\/p>\n Let\u2019s see what\u2019s behind them.<\/p>\n Did you know, only 36% of Americans have a degree<\/a>, yet 65% of US job ads<\/a> list it as a mandatory requirement?<\/p>\n Add to the equation the fact that unemployment in the US is currently at an all-time low (69% of all US employers<\/a> are struggling to fill open roles), and it doesn\u2019t take a degree in math to know that those figures don\u2019t add up.<\/p>\n When it comes to recruitment, peace of mind equals having a rich pipeline.<\/strong> Because lots of applicants means lots of choice. Plus, a better chance of making a successful hire.<\/p>\n Removing the degree requirement from the application process changes things instantly. Suddenly you\u2019ve got more candidates in your pipeline. And more chances of finding your ideal fit.<\/p>\n But are you compromising on quality by removing degrees from your hiring criteria? Good question. Let\u2019s look at the answer.<\/p>\n Broadening your talent pool is all well and good, but is that pool full of people who can actually do the job. And do it well.<\/p>\n Let\u2019s look at the details. Most jobs require skills. And the ability to complete certain tasks. Having studied a subject in-depth may be a good way to acquire theoretical understanding<\/strong> and reasoning. But that doesn\u2019t necessarily translate into the skills required in the workplace.<\/p>\n Besides, a candidate may have a degree but earned it years, if not decades ago. Which means knowledge is likely to be outdated.<\/p>\n The interesting thing, too, is only a quarter of graduates are actually doing a job that relates to their major<\/a>. Which indicates that it\u2019s either experience and mindset that matters most to employers or simply being a graduate.<\/p>\n Broaden your talent pool beyond simply \u201cbeing a graduate,\u201d and you tap into a rich resource of highly qualified prospects. Over 70 million American<\/a>s (around 50% of the country\u2019s active labor force) have acquired valuable skills through apprenticeships, community colleges, or simply by learning on the job.<\/p>\n Rusty Rueff discusses on the fifth episode of TalentLMS’ podcast, Keep It Simple,<\/a><\/strong> that different career paths bring diversity to the workplace. Employers should look at skills and experience, not just formal education. Having advanced degrees doesn’t always mean the work is more challenging.<\/p>\n Drop the graduate requirement, use a skills-based framework to set your hiring criteria instead, and you get to take your pick.<\/p>\n Equal access to education doesn\u2019t exist. Just one-fifth of students from low-income families make it to college<\/a>. Minority groups, women, and other underrepresented groups are also less likely to study beyond high school. Many go to college because they have the means to do so, rather than a standout ability in a specific field.<\/p>\n Hiring without academic bias is a meaningful way of addressing this imbalance. It\u2019s a way for HR leaders to take affirmative action<\/strong> to \u201cimprove the employment or educational opportunities of members of minority groups and women.\u201d<\/em> (Merriam-Webster definition).<\/p>\n It\u2019s not one-sided either. As well as enabling marginalized workers to get higher-paying jobs, employers benefit, too. Time to talk diversity.<\/p>\n Diversity makes companies stronger because it brings new ideas, perspectives, experiences, and approaches to an organization.<\/p>\n As well as nurturing a positive internal culture<\/strong>, a diverse workforce also has an impact externally. It puts you in a better position to understand your customers’ needs and design ways to meet them. And it elevates your brand and your reputation. When it comes to hiring best practices<\/strong><\/a>, it\u2019s one of the most important ones to adhere to.<\/p>\n Building rigid (and unnecessary) requirements into your hiring process damages diversity. It tends to lead to homogenous teams with limited outlooks and limited creativity<\/strong>.<\/p>\n Another reason to ditch the degree from your hiring criteria.<\/p>\n The corporate landscape is changing. Digital advances are already transforming how we work. And they\u2019re now beginning to affect what we work on too. Dr. Michelle Weise supports that statement in The Power Skills to Future-proof Your Teams<\/strong><\/a> “It’s really fascinating to see that the sort of white-collar jobs, the knowledge economy that we all felt pretty secure in is now a little bit under threat.”<\/em><\/p>\n And stats suggest that over the next few decades 65% of jobs will be roles that haven\u2019t even been invented yet<\/a>.<\/p>\n To stand a chance of surviving in the future, businesses need to frame their hiring process around this uncertainty. Which means targeting candidates who have the so-called \u201csoft skills<\/strong>” to adapt and thrive in a changing world.<\/p>\n And hiring tech-driven multi-skilled specialists<\/strong><\/a> with the experience, interests, and motivation to drive this new world forwards. Having a degree simply won\u2019t cut it.<\/p>\n Before we completely dismiss degrees, let\u2019s not forget the important role they currently play in shortlisting candidates. If you\u2019re hiring at scale and want to hire right the first time around, it\u2019s vital to have an effective way of screening candidates before they reach the interview stage.<\/p>\n So, what other hiring criteria can you use?<\/p>\n Depending on the role, aptitude, competency, or other skills-based tests<\/strong> are a good alternative. Delivered online as part of the early stages of recruitment, results of these can be automated and used to split candidates into “yes,” “no,” or “maybe” groups.<\/p>\n You can also include technical or job-related qualifications<\/strong> (trade or technical school diplomas, for example) as part of your shortlisting criteria.<\/p>\n Of course, if you\u2019re committed to hiring for potential and diversity, you need to think about recruitment marketing<\/strong><\/a> and outreach, too. Rather than simply posting on job boards, you\u2019ll need a more creative and proactive approach.<\/p>\n Social media tools are a great way to build communities and networks and reach new groups of people. And a good way to source from underrepresented groups is to target technical colleges or trade schools. You can also get in touch with alumni groups and other local community organizations in locations you\u2019ve pinpointed.<\/p>\n
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\nWhat\u2019s in a degree?<\/h2>\n
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<\/a><\/p>\n
\nWhy it\u2019s right to ditch degree requirements: The case for the prosecution<\/h2>\n
A wider talent pool<\/h3>\n
Candidates with the right skills for the job<\/h3>\n
![\"Rasty](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2022\/09\/Rueff-Blog-1200x314-2-1.png\")
<\/p>\nAn opportunity to address the imbalance<\/h3>\n
A culturally rich, more diverse workforce<\/h3>\n
A future-proof approach to hiring<\/h3>\n
![\"Hiring](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2022\/09\/TLMS_20220916_1200x314.png\")
<\/p>\nWhat\u2019s the alternative?<\/h2>\n