How ‘Bachelor’s Degree Bias’ Hurts Us
(Thread)
(Thread)
Not every job requires a college degree.
And not every degree is fit for a job in today’s job market.
Many employers add a college degree as a requirement by default.
The assumption is that only the brightest graduate college.
This assumption overlooks two critical factors.
And not every degree is fit for a job in today’s job market.
Many employers add a college degree as a requirement by default.
The assumption is that only the brightest graduate college.
This assumption overlooks two critical factors.
1. Applicants can gain skills through other means:
- starting a business
- apprenticeships
- on-the-job training
- online courses and webinars
Practical knowledge is what matters for job performance.
It doesn’t have to come from a university.
- starting a business
- apprenticeships
- on-the-job training
- online courses and webinars
Practical knowledge is what matters for job performance.
It doesn’t have to come from a university.
2. Not every profession needs a college degree
According to a 2017 survey,
61% of employers rejected applications because they didn't have a college degree.
They did have the necessary experience, though.
According to a 2017 survey,
61% of employers rejected applications because they didn't have a college degree.
They did have the necessary experience, though.
According to Census Bureau data,
two-thirds of Americans do not have a college degree.
Even though almost three-quarters of occupations created from 2007 to 2016 required one.
Screening applicants based on this is easy.
But the “Bachelor’s Degree Bias” hurts both parties.
two-thirds of Americans do not have a college degree.
Even though almost three-quarters of occupations created from 2007 to 2016 required one.
Screening applicants based on this is easy.
But the “Bachelor’s Degree Bias” hurts both parties.
Educational accomplishments have been used forever as an indicator of someone’s talents.
But skills can be quantified in many different ways.
Whether they have a degree or not is irrelevant for most jobs.
We just need an open mind and willingness to consider it.
But skills can be quantified in many different ways.
Whether they have a degree or not is irrelevant for most jobs.
We just need an open mind and willingness to consider it.
How young Americans choose to educate themselves is rapidly changing.
Here are the 3 main reasons:
- Raising tuition costs
- Degree inflation
- Increasing student loans
Many students increasingly prefer skills training and certificate programs over four-year degrees.
Here are the 3 main reasons:
- Raising tuition costs
- Degree inflation
- Increasing student loans
Many students increasingly prefer skills training and certificate programs over four-year degrees.
Employers need to step up their game to evaluate alternate indicators for skill and talent.
Businesses are passing up on excellent recruits because they’re still hiring the old way.
We don’t have to rely on a piece of paper just because we always did.
Businesses are passing up on excellent recruits because they’re still hiring the old way.
We don’t have to rely on a piece of paper just because we always did.
Where pedigree exists, it’s safe to assume diversity doesn’t.
These queries imply privilege and lineage rather than life experience and possibilities.
And when diversity is eliminated, your talent pool decreases significantly.
So, what can do?
Change your recruiting pattern:
These queries imply privilege and lineage rather than life experience and possibilities.
And when diversity is eliminated, your talent pool decreases significantly.
So, what can do?
Change your recruiting pattern:
1. Remove degree requirements unless it’s needed.
E.g., I wouldn’t trust a neurosurgeon without an MD.
Asks questions that allow candidates to speak about their
- life experiences,
- work training, and
- other things that bring value to the table.
E.g., I wouldn’t trust a neurosurgeon without an MD.
Asks questions that allow candidates to speak about their
- life experiences,
- work training, and
- other things that bring value to the table.
2. Remove questions that include discriminatory wording that might lead to prejudice.
Use tools like Gender Decoder to verify that you’re not looking at each CV with a concealed bias.
Use tools like Gender Decoder to verify that you’re not looking at each CV with a concealed bias.
3. Make your application process accessible.
Remove stages that may cause obstacles for individuals with low resources.
Examples are frequent journeys for interviews and evaluations that take an excessive amount of time.
Remove stages that may cause obstacles for individuals with low resources.
Examples are frequent journeys for interviews and evaluations that take an excessive amount of time.
Conclusion
Due to the rising cost of education and lower placements, fewer people are willing to go to college.
They would instead acquire certain skills and experiences.
Hire the most qualified in terms of skill and experience.
Abandon the "Bachelor's Degree Bias."
Due to the rising cost of education and lower placements, fewer people are willing to go to college.
They would instead acquire certain skills and experiences.
Hire the most qualified in terms of skill and experience.
Abandon the "Bachelor's Degree Bias."
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@sovereigneur
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2. Follow my account
@sovereigneur
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