Skills learnt at university may become redundant in less than five years. Picture: LinkedIn.
Where once tertiary education was a prerequisite for many better-paying jobs, Dan Schawbel charts a trend away from traditional degrees, brought on by the fast-changing nature of work.
In recent years, a notable trend has emerged in the hiring practices of various industries — an increasing number of employers are re-evaluating the necessity of requiring jobseekers to possess university degrees.
A recent study found that 45 per cent of employers have already removed this requirement for certain roles and 72 per cent prioritise candidates’ skills and experience over degrees.
This shift is driven by several factors, including the evolving nature of work, the rise of alternative education pathways, the skills shortage, and a growing recognition of the importance of diverse skill sets.
While this trend has positive aspects, there are also potential downsides and challenges that shouldn’t be overlooked. It’s important to acknowledge these downsides may vary depending on the industry, job roles, and specific circumstances.
Entry-level positions often rely on educational qualifications to assess a candidate’s foundational knowledge and ability to learn. Removing degree requirements for these roles may result in increased competition, making it challenging for employers to differentiate candidates based on educational backgrounds.
This could lead to greater reliance on other indicators, potentially overlooking promising candidates who lack formal education but possess relevant skills. Without a degree requirement, employers may face challenges in establishing standardised criteria for evaluating candidates. They may need to invest more time and resources in assessing alternative credentials, potentially leading to inconsistencies in candidate evaluation.
Additionally, moving away from degree requirements may lead to increased emphasis on work experience as the primary qualification. This could disadvantage individuals, such as recent graduates or career changers, who may not have extensive professional experience but possess valuable skills and potential.
However, in today’s competitive job market, the upside of employers expanding their pool to hire non-degree holders has more benefits than drawbacks. Here are some of the reasons behind the departure from the traditional requirement of a university degree in employment.
Changing nature of work: The Fourth Industrial Revolution has brought about significant advancements in technology, automation, and artificial intelligence. As a result, the skill sets demanded by employers are evolving, with an increasing focus on digital literacy, problem-solving abilities, and adaptability. One study has found that the average half-life of skills is now less than five years, and in some tech fields, it’s as low as two and a half years. Jobs that were once heavily reliant on specific academic qualifications are now placing greater importance on practical skills and relevant experience. Proficiency in certain tasks can be acquired through alternative means, such as vocational training, certifications, or self-directed learning.
Skills-based hiring: Employers are prioritising candidates who possess the specific competencies required for a given role over those with a traditional degree. LinkedIn data shows a 90 per cent increase in the share of United Kingdom job postings not requiring a degree between 2021 and 2022. In addition, recruiters are five times more likely to search by skills over degrees and 75 per cent of recruiters predict skills-based hiring will be a priority in the next year or so. This paradigm shift is motivated by the realisation that a degree, while indicative of a candidate’s ability to learn and persevere, may not necessarily align with the practical skills needed in the workplace. Skills-based hiring fosters a more inclusive and diverse workforce by eliminating potential biases associated with traditional academic credentials.
Rise of alternative education pathways: These include online courses, boot camps, and vocational training programs. They offer targeted, industry-relevant education that can often be completed in a shorter time frame than a traditional three- or four-year degree. Additionally, they often focus on practical, hands-on learning, providing individuals with the skills directly applicable to their chosen profession.
Diversity and inclusion initiatives: The emphasis on diversity and inclusion in the workplace has become a central theme for many organisations. Requiring a degree as a prerequisite for employment can inadvertently contribute to biases and limit diversity in the workforce. By placing greater importance on skills, experiences and potential rather than specific educational backgrounds, employers can attract a more varied and talented group of individuals.
Cost considerations for employers and jobseekers: The rising cost of higher education has led to a growing awareness of the financial burden placed on individuals seeking a university degree. By eliminating the degree requirement, employers open up opportunities for jobseekers who may have opted for alternative education paths due to financial constraints or personal preferences.
Focus on lifelong learning: The rapid pace of technological advancement and the continuous evolution of industries require workers to engage in lifelong learning to stay relevant in their careers. Employers are increasingly valuing candidates who demonstrate a commitment to
ongoing education and skill development, regardless of whether it follows a traditional academic trajectory.
This shift towards valuing a commitment to learning and adaptability enables employers to build teams that are resilient in the face of change. As the landscape of work continues to evolve, employers and jobseekers alike must adapt to this new reality, fostering a workforce that is not only diverse, but also well equipped to meet the challenges and opportunities of the future. The emphasis on skills, lifelong learning and diverse talent sources signals a positive shift towards a more inclusive and meritocratic employment landscape.
*Dan Schawbel is a bestselling author and managing partner of Workplace Intelligence, a research and advisory firm helping HR adapt to trends, drive performance and prepare for the future. This article is part of his Workplace Intelligence Weekly series.
