Does your social media manager need an advanced communications degree? Could your IT gal provide effective help-desk support without going to MIT? If you (like many other small business owners) are struggling to find the right fit for your open position, it could be worth a second look at that “degree required” qualification.
To be frank: college graduates cost more, they’re less likely to be job hunting, and they’re a less diverse pool of applicants to draw from.
Four times you’ll need to post a degree requirement when recruiting:
- Industries where degree requirements are set in stone. State and federal standards, contracts, laws, accreditation, and licensing bodies all have some skin in the “degree required” game. Healthcare, education, nonprofits, etc., are regulated within an inch of their lives.
- The training requirements for the position are such that you can’t meet them within your budget or your timeframe. For example, most engineers are required to have a degree, but companies who can afford it will teach and promote their non-degreed technicians up through the ranks.
- If the risk is too great.As a business owner, you’re responsible for your hires. If a calamity happens, all the scrutiny and liability will come crashing down on you. Required credentials are your best defense.
- If available data convinces you that a college degree will lead to better outcomes. E.g. studies correlating bachelor’s degree in nursing with better patient outcomes. Do the Googling, look for reliable sources.
If you don’t fall into these four categories, give that degree requirement some serious consideration. Instead of requiring a degree, simply have candidates demonstrate that they possess the knowledge, skills, and abilities needed to be successful in the job.
