For a long time, a four-year college degree was considered a golden ticket to a prosperous career. But this ticket seems to be losing its luster. Major players across various industries — from tech giants like Amazon to airlines such as Delta and even publishers like Penguin Random House — are reevaluating the necessity of a bachelor's degree for many roles.
Removing the degree requirement is a significant change that shouldn't be made hastily. While it undoubtedly broadens your applicant pool, it also risks onboarding talent that may not meet your expectations. On the other hand, plenty of people who haven’t completed university programs have professional experience or other qualifications that equal or surpass the equivalent of a four-year degree.
So what's driving this emerging trend? And how can you adopt this approach without compromising the quality of your hires?
Given these insights, what are some best practices for opening your doors to candidates without college degrees?
Identify critical skills for the role. The first step is clearly defining the skills necessary for success in the position. Collaborate with team members who understand the role's demands. Break down the job responsibilities and match them with the skills needed to perform them effectively. And it's not just about what's needed today — try to look ahead too. How might this role change with new market trends or tech advances?
Recognize skills in different backgrounds. When assessing candidates, look for real-world examples of the skills you need. Dive into their past roles, even in entirely different fields, and consider what they’ve done outside of work, like volunteering. It's all about recognizing that people can pick up valuable skills in all sorts of places, not just in a lecture hall.
Put a premium on soft skills. While technical skills are necessary, soft skills such as communication, teamwork, problem-solving and adaptability matter, too. They often dictate whether someone will gel with your team and roll with the punches or flounder when the going gets tough. To get a feel for these skills, try asking candidates about real situations they've faced or how they’d handle hypothetical scenarios.
Eliminate unnecessary requirements. Take a red pen to your job postings so they list only essential skills and qualifications. Avoid the temptation to include a long list of nice-to-haves that could make potentially excellent candidates feel underqualified and deter them from applying. Also consider the potential for on-the-job learning, especially for skills that can be developed quickly or through company-provided training.
Don’t undervalue alternative credentials. Beyond bachelor’s degrees, there’s a world of other options like two-year associate degrees and stackable micro-credentials. Digital badges from platforms like Coursera and LinkedIn are gaining traction, so staying tuned to what's emerging in your field is smart. When you see these nontraditional credentials on a resume, they're not just qualifications — they signal a candidate's drive for professional growth and their personal discipline to acquire new skills on their own time.
Don’t be afraid to drop the four-year degree requirement for at least some of your roles. Craft a hiring strategy that zeroes in on essential skills and real-world experience. By expanding your talent pool, you’re not just filling roles — you’re preparing your organization for a new era of innovation and diversity.
