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Recruiters: degrees are not enough

Recruitment Experience

Because of the rising costs of college tuition, more students are choosing either to forgo studying altogether or at least attend affordable public universities. Luckily, companies are starting to prioritize less, the colleges their candidates graduated from. Big names, such as Google, have taken it a step further and altogether let go of bachelor’s degree as a requirement to apply.


There are many reasons why one’s educational background is not as important anymore during the hiring process. First, there is the skills gap. Many recruiters already know that the knowledge candidates gain from university learn may not be sufficient for the role they want. Second, schools can never guarantee that their graduates have the traits desired in the workforce. A valedictorian may be intelligent, but he/she may lack teamwork and grit.

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Thus, they have resorted to different means to test their capabilities, outside of considering your college degree.

Giving assessment tests

Assessment tests are a good indicator of the soft and hard skills of your job candidate. Pre-hiring assessments will commonly test their candidates on their ethics, cognitive ability, emotional intelligence, and job knowledge.


These tests are not perfect and may not accurately give an image of how well a potential job-seeker will perform in the role he is applying for. For example, a person can give fake answers in an integrity test, even if the whole point is to measure his/her honesty and overall conscientiousness. On the other hand, a candidate may fail a job knowledge exam despite his/her willingness to learn.

Thus, recruiters who give out assessment tests, usually take into account other factors. Good test results do not guarantee the candidate gets the job.

Creating real life job scenarios

Another way of judging the candidate’s credentials is by creating role-based job scenarios for him to solve. Simulations give recruiters an idea of how well the candidate will perform the daily activities of the job he is applying for. Job scenarios or simulations have to be reasonable for them to be successful.

For example, telling a candidate to write a month-long marketing strategy or a 4000-word blog in 2 hours as a test, without any compensation, will just demotivate him or her. The employer also ends up driving away potential talent.

Looking for useful experience

Lastly, recruiters can look into the past experiences of the candidate. Hobbies, side-hustles, or extra-curricular can produce useful skills for the job role. For example, student-athletes are known to have developed the soft skills needed for the workplace. They learned how to lead, motivate people, communicate, and thrive in competitive environments thanks to their experience training in sports teams.