We spoke with Matt Kirk about why an organisation may no longer expect a college degree and the hidden benefits.
The working landscape is cyclical in that, at one point school leavers could enter the workforce at the ground floor and work their way up towards the career that they wanted. Then came a focus on third-level education and hiring based on the depth of your tertiary experience.
Now, it has come back around in a sense, in that, while a university diploma will always open doors for you, companies are recognising that recruitment based on skill and merit can be equally as valuable.
For Matt Kirk, the owner of Talent Acquisition Solutions at SHL, there are a range of benefits to moving away from the more standardised recruitment formats. Particularly in the science, technology, engineering and maths (STEM) industries.
“Eliminating degree requirements widens the talent pool in high-demand STEM fields, allowing organisations to access skilled, motivated individuals who may not hold traditional degrees but possess the technical expertise and experience to drive innovation and performance,” Kirk told SiliconRepublic.com.
By modernising recruitment systems, Kirk explained that organisations and their leadership can prioritise real-world skills and build a workforce that has an adaptable and results-oriented mantra at its core – an essential focus in today’s fast-paced economy.
“They remove outdated barriers, making it easier to identify and hire top talent based on merit, not just academic credentials. Most importantly, they promote a more fair and inclusive approach, where the behavioural skills of a candidate matters more than their background.”
A fair future?
The European Accessibility Act that recently came into effect is a prime example of how organisations and institutions can do more to empower people of different skills and abilities within the workforce. Rather than viewing everyone under the same lens, by adopting systems that work to bring out the true individual, Kirk noted that companies have an opportunity to genuinely recruit the best of the best, not just the best of those who fit the old-fashioned or unrealistic criteria.
“Skills-based hiring opens doors for individuals who’ve historically been overlooked, including young people without degrees, those from marginalised backgrounds and career returners. It’s a critical step toward a more inclusive and equitable workforce.”
The forward-thinking organisations are the ones that invest in continuous learning, who have a history of on-the-job training, mentorship opportunities, certifications that are applicable to real-world work and clear pathways for advancement. “This not only empowers employees but also strengthens the workforce from within.”
Future trends
Of the challenges impacting the landscape and one of the reasons as to why a college degree does not suit everyone’s lifestyle, as noted by Kirk, would be the financial constraints and outdated curriculum putting students in a bad position early on.
“Rising tuition costs and outdated curricula often leave students underprepared and in debt before they set foot in the workplace. Additionally, increased red tape around internships and work experience programmes means many students miss out on valuable workplace exposure, putting them at a disadvantage when applying for their first roles.
“Meanwhile, employers are prioritising practical experience and soft skills that aren’t always emphasised in traditional academic paths.”
Kirk also stated that artificial intelligence (AI) is unsurprisingly changing the demands of the modern workplace.
“Agility, continuous learning and digital fluency are qualities that people need to succeed, which are not always cultivated in traditional education,” he said. “As roles evolve rapidly, especially in STEM organisations, there will be a need for talent that can adapt quickly, regardless of formal credentials.”
Certainly, by focusing on skills and ability, rather than just the overall university experience, employers and recruiters have the potential to future-proof the business, as the right people are in the right place at the right time.
Instead of attempting to pull together a team of people with much the same skillset to tackle new challenges, a diverse workforce is in a better position to cross-collaborate on future-focused problems.
Kirk is of the opinion that, going forward, we’ll see a “continued shift toward skills-first hiring in STEM, with credentials like bootcamps, certifications and portfolio work gaining ground”.
“The future of hiring will be more inclusive, performance-driven, and aligned with the fast pace of innovation.”
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