With the astronomical jobless rate and the skyrocketing cost of 4-year college, many are questioning the value and validity of a Bachelor’s degree. As a proud NYU alumnus, I treasure my education and wholeheartedly believe in the relevance of the college experience. However, over the years my black and white viewpoint on this subject has shifted to shades of gray.
As an agency recruiter (and former corporate recruiter) I have seen literally thousands of smart, talented and highly experienced job candidates turned away from opportunities they were perfect for. In fact, I recently sourced an amazing professional with 12 years of relevant experience and proven success. He was a better fit for the mid-level position than any of the college-educated candidates being considered, but he was excluded from the interview process because of the strict requirement regarding a 4-year degree.
Of course, there are specific professional careers that will always call for a college degree–and in some cases, an advanced degree. I am speaking of other positions; those that can be mastered with specific experience, skill and training.
Corporate hiring professionals often adopt strict “degree required” criteria as a means of weeding out candidates and working with a manageable number of prospects. But VERY OFTEN this false criteria has no bearing on someone’s ability to engage, contribute or excel in a role.
Think about this, hiring professionals: LIFE HAPPENS! People get sick. Families experience financial hardship. Teenagers mature at different rates. There are some very good reasons for NOT receiving that college degree. Why hold it against applicants? Hear their stories! Get to know them. Imagine slamming the door on the next Steve Jobs, Bill Gates, Mary Kay or Mrs. Fields – After all, none of these industry leaders earned college degrees. Would they be excluded from your interview process?
What do you think? Should a degree be a required credential for most corporate positions or should people with relevant business experience, great recommendations and a track record of upward mobility be considered? Why or why not. Please weigh in on this vital question …