Photo by Gerd Altmann
This is part four of four in the series: Independently Owned and Operated.
I talk with businesses who need talent and I talk with people who have it. Sometimes one of the obstacles connecting the need to the resource is the hiring manager’s requirement for an advanced degree. So, ZipRecruiter’s 2023 first Annual Employer Survey got my attention when I read that in 2022, 18% of job descriptions listed on their site required a bachelor’s degree. That percentage decreased to 14.5% in 2023. Why?
Skills or Degrees?
Small and midsize businesses (SMBs) lead the change. ZipRecruiter’s survey says 47% of SMBs in the United States dropped their degree requirements last year, which makes sense because SMBs were harder hit by hiring challenges. Whether you are an SMB or enterprise organization, if you drop degree requirements, then you have to have a way to verify the skills candidates list on their resumes. This adds a new dimension and expense to the hiring process. Employers may need to purchase skills assessment software to evaluate potential hires’ competencies and job hunters need to be prepared to prove their proficiencies in real time.
Drop or Train?
ZipRecruiter’s study found both healthcare and education eliminated degree requirements for some of their open positions. For example, in healthcare, positions like pharmacists and home health care aides dropped degree requirements. But healthcare is a highly regulated industry with mandatory licensing for some positions. The solution? Employers helping employees obtain the required training and licensing. As for education, last year there were three highly-publicized strikes over issues of large class sizes, salaries not keeping up with the cost of inflation, and lack of resources. While lawmakers, school officials, and unions work to transform the K-12 education system nationally, the teacher shortage is already forcing schools to employ substitute teachers who don’t have teaching credentials. Removing degree requirements from some job descriptions is a reflection of what is already happening.
Now or Later?
For employers, hiring for power skills then paying for technical training seems to be the most practical solution. The question for job seekers is: Should you opt for a short-term certification or pursue a college degree?
- Employers want a combination of technical expertise and power skills including communication, problem solving, and leadership abilities. In training for a certification, best practice is to already have those skills. These power skills are often developed through a college education.
- Skills-based credentials focus solely on technical competencies and become outdated as technology advances. A degree program focuses on a broad range of knowledge, critical thinking skills, and exposure to diverse perspectives.
- Short-term certification programs help you meet the current expectations of an employer. Colleges and universities connect you with professors, alumni, and industry professionals. These connections can lead to internships, job opportunities, mentorship, and impact long-term career advancement.
A short-term certification offers an immediate solution. A college degree builds for a future beyond your first full-time job. Employers willing to drop degree requirements and help with mandatory licensing will cultivate a loyal workforce. Employees opting for technical certifications now can revisit the option of getting a college degree as their careers progress.
Do you have a college degree? If so, what financial impact has it had on your career? If not, same question. Please share in the comments.