Given this complex scenario, it is not surprising that more and more companies are facilitating or eliminating the degree filter in online Recruiters care job applications for certain positions, in order to expand candidate options.
And to understand which approach is being adopted, just continue reading!
Why are college degrees no longer the only way?
The hiring landscape has never been more dynamic. Since COVID-19, organizations around the world have had to find creative ways to Recruiters care adapt to new talent demands and rethink what it means to build and engage teams for the challenges ahead.
One of the most interesting developments on this front is precisely in the area of graduation requirements, which has led many employers to question whether the diploma is worthwhile or whether the skills acquired through previous work and life experiences carry greater weight.
The conclusion many have reached is this: focusing less on college degrees and more on practical skills and experience increases the flow of candidates in a context marked by talent shortages.
Furthermore, this is an approach that expands organizations’ ability to achieve diversity and inclusion goals — the ‘S’ of ESG .
It is worth saying that the new logic that places traditional university degrees in a less relevant position represents a victory for both employees and employers.
On the one hand, professionals have more opportunities for advancement and career growth. On the other, companies can better position themselves to meet the growing demand for talent, achieve productivity goals, increase competitiveness and implement diversity in the workplace.
New ways to find and train talent
As we’ve seen before, many employers now recognize that degree requirements can block access to the right talent. In fact, a Gallup survey found that only 11% of business leaders strongly agree that college graduates have the skills needed to work for their companies.
It is becoming increasingly clear, not just to organizations, that education is about lifelong learning — and proof of this is that professionals themselves have been looking for alternative ways to get the skills they need.
In this scenario, many HR professionals wonder how to discover valuable talent that they might otherwise have missed. Is this your case? Check out three suggested paths to follow:
HIRE TO DEVELOP
If companies want to have a future-ready workforce while attracting those who are currently out of the market, it is important that they courses are certification programs accelerate the training and reskilling of current employees.
Thinking about learning when hiring is the best way to prepare for any new challenges that may arise in the coming months or years.
PROMOTE BASED ON WHAT THE PERSON CAN DO, NOT WHAT THEY DO
By hiring based on potential rather than just past performance, companies can overcome talent shortages while accessing new competitiveness in the distribution sector requires efficiency experiences, unique skills, and innovative thinking.
By doing so, organizations can also develop talent and promote people internally, saving time and money on external recruitment.
HAVE REGULAR CAREER CONVERSATIONS WITH EMPLOYEES
This enables a culture of learning and, consequently, improves talent engagement and productivity. In general, employees feel more committed australia database directory to their work when their direct leaders have ongoing career conversations.
In other words, by encouraging and focusing on development, organizations promote a workspace where people are more involved, productive and focused on professional development.
Final considerations
As you may have noticed throughout this article, the discussion around the question “is the degree worth it?” has many nuances.
But one thing is certain: in many areas, employers are already more interested in the practical skills a candidate has, such as work experience and specific skills, than in formal degrees.
It is also important to consider that the rapid advancement of technology and the constant evolution of the market have made some skills obsolete in a short period of time. In this context, a university degree may not be enough to guarantee continuous .