Rethinking the Degree Requirement
Today we’re diving into a topic that’s long overdue for a reset: why hiring for skills and mindset matters more than hiring for a degree. Especially in small businesses, this can be the difference between landing your next great team member — or missing out because of outdated job requirements.
We’ve all been trained to think a degree equals readiness. But here’s the truth: a diploma doesn’t guarantee performance — and it certainly doesn’t guarantee the right attitude or work ethic. The best leaders know this.
They know that skillset and a willingness to learn will take you further than a framed certificate on the wall. So why are so many job descriptions still requiring degrees?
So, let’s step back and ask: What does a degree actually give a candidate that a person without one wouldn’t have?
In many roles — think marketing, operations, HR, admin support, customer service, logistics — the answer is: not much that can’t be learned elsewhere. Degrees can teach discipline, research, and writing — but so can life, work experience, and self-motivation.
So, the real question becomes: Are you hiring for tradition — or are you hiring for results?
So what do you do instead?
Rewrite your job descriptions to focus on outcomes and essential skills — not credentials.
Use better interview questions, like: “Tell me about a time you solved a problem with limited resources.” “Walk me through how you’d handle a customer who’s upset about a late delivery.”
Be open to training, especially if the person brings everything else to the table: integrity, curiosity, accountability.
Don’t let a degree requirement be a barrier to great talent. Because your best hire might not have a diploma — but they’ll have everything else you need.
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