Is a College Degree Really Required?

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Sad GradThe hype over college education has reached its peak and is now on a downhill slide. Only 20 percent of students graduate in the standard four years, and fewer than half graduate in six. University enrollment rates have fallen  – by 1.5 percent since 2012 – and subsequently so has the number of graduates.

All of this suggests that companies must begin looking to employ talent other than that with a college degree. These candidates may not have the “necessary degree” required by the job description, but they could have the personality, skills, and training to match the needs of the company.

So, how do you evaluate a candidate’s fit if they don’t have a degree?

Certifications and Training

Not every position requires a degree — in fact, only 27 percent of jobs require at least an associate degree. The problem is that 47 percent of workers have at least an associate degree, which has led to mass underemployment.

On the other hand, certifications are growing in popularity  around the country, and they offer more specialized training than some college degrees.

Olivier Fabris, general manager of Seattle’s Academy of Languages Translation and Interpretation Services, told the Seattle Times, “If we see that someone has a formal education in the translation industry, that means they’re really committed. If they have the certificate, they know enough to get started.”

The same could be said of any highly specific industry. Certifications acknowledge a candidate’s abilities in a particular field. A degree in engineering, for example, is wonderful — and honestly quite a feat. However, an engineering certification sets one apart from other professionals in the space.

Will There Be Overqualified Candidates?

Because the disparity between the percentage of jobs requiring a degree and the number of people who have a degree is so great, there will always be candidates who are overqualified. However, this doesn’t mean they are a poor hire for the position. Dr. John Sullivan  notes the potential frustration of companies who refuse to hire the candidates who have more training and skills than necessary for the position. He equates the problem to a visit to the doctor. If you were sick, would you refrain from going to a doctor if they were “overqualified”? Probably not.

If a candidate has the basic training necessary to successfully perform in the position, why not hire them? Every other notch in their belt is simply an added bonus. In fact, there are no proven performance issues with those candidates who are considered “overqualified.”

Adjusting Recruiting

In order to adapt to these changes, organizations have to adjust their recruiting styles.

First of all, everyone applying for a position isn’t necessarily going to be a freshly graduated millennial. Baby boomers have second careers, too. Moreover, not all millennials have college degrees. Your ideal candidate might not be one with a Ph.D. in economics, but that’s okay: they have the knowledge needed to get the job done, and get it done well.

This is where the job description becomes important. Having separate lists of hard requirements and preferred qualities is beneficial, and just because someone meets more preferences, that does not mean they are necessarily the best hire. You have to gauge other things as well: certifications, skills, training, personality, etc.

A poor job description will turn away a candidate who would otherwise be qualified: 64 percent of job seekers would pass over a job if they did not understand the job description. Some descriptions list percentages of daily duties. This is what the job will entail, so base candidate qualifications on these responsibilities.

Candidates without the once-required college degree aren’t as uncommon as many employers might think. In recent years, the number of students enrolled in college has declined. This has lead to an overwhelming disparity between the number of jobs that require a college degree (or similar training) and the number of graduates who have acquired these oh-so-treasured pieces of paper.

Where does your company stand on hiring beyond the college degree?

By Raj Sheth