As the job market continues to evolve, so too does the conversation around hiring. With more companies prioritising skills over traditional degrees, the old debate of whether a degree or experience matters more has gained new momentum. Nobul recently conducted a LinkedIn poll asking the question: What’s your top priority when hiring if a degree or qualification is not legally required?
The results were:
- 73% said skills and experience.
- 25% opted for a balance of both.
- Just 3% chose degrees and qualifications.
So, what does this shift in hiring priorities mean for both employers and candidates?
The changing landscape: skills first, degrees second
More companies are shifting away from traditional qualifications in favour of experience and practical skills, especially in fast-paced, innovation driven industries like software development, digital marketing, and design. These sectors are increasingly embracing skills-based hiring, placing greater value on a candidate’s ability to deliver results over their academic credentials.
But why are companies making this shift?
- Skills are directly tied to performance. Employers are increasingly prioritising candidates who can demonstrate their abilities over those who simply have the qualifications. For example, an applicant can show their skills by solving a problem in a real-time task. This focus on practical competence ensures that new hires can hit the ground running from day one.
- The talent pool is growing. By relaxing degree requirements, companies open the door to non-traditional candidate, those who may not have a degree but possess hands-on experience or have upskilled through alternative education paths. With this approach, companies can tap into a much larger and more diverse pool of talent.
The minority voice: degrees still have a place
While the majority of respondents to the LinkedIn poll prioritised skills and experience, 25% still believe in a balance between qualifications and hands-on ability, and just 3% think degrees should remain the top priority. For certain industries and roles, this minority view still holds weight.
For example:
- Regulated industries such as healthcare, law, and finance require formal qualifications for legal and safety reasons. In these industries, degrees are non-negotiable.
- Some companies and industries can require formal education to ensure that professionals have a deep understanding of complex concepts that can’t always be demonstrated through practical experience alone.
Moreover, some employers argue that degrees still signal a level of discipline, problem-solving ability, and commitment. While skills are crucial, a degree might offer employers a degree of assurance.
Implications for job seekers: skills matter more than ever
For candidates, this shift presents both challenges and opportunities. While a degree is no longer the golden ticket to landing a job, the focus on skills and experience means that job seekers must find new ways to stand out in a competitive market.
- Build your LinkedIn profile as a portfolio. An optimised LinkedIn profile showcasing your achievements and projects you have worked on is an essential asset. It’s no longer just about what you studied; it’s about what you can actually do.
- Invest in continuous learning. Demonstrating a commitment to ongoing skill development can help set you apart from other candidates. Employers want to see that you’re adaptable, and that you have the drive to learn and grow.
- Leverage your experience. If you’ve gained hands-on experience through freelance work, volunteer projects, or internships, don’t overlook these valuable opportunities. They demonstrate your ability to apply your skills in real-world settings, which many employers value just as much (if not more) than academic credentials.
What does this mean for employers?
For employers, this shift to skills-first hiring comes with a few key considerations:
- Rethink job descriptions. Are your job descriptions overly focused on degrees or traditional qualifications? If so, it might be time to refocus on the skills, competencies, and experiences that are critical to success in the role. What are the actual requirements for someone to excel in the position?
- Update hiring processes. Traditional interviews often don’t effectively assess practical skills. Consider integrating skills assessments into your hiring process. This will offer a more accurate measure of a candidate’s ability to do the job. When using projects or assignments, make sure they are realistic and directly relevant to the role, rather than hypothetical exercises that don’t reflect the actual work. Avoid asking candidates to produce unpaid work that benefits the company. Instead, focus on smaller, representative tasks or examples that allow them to showcase their abilities without being exploitative.
- Expand your talent pool. By embracing skills-first hiring, you open up opportunities to engage with talent pools that might have previously been overlooked. People from non-traditional backgrounds—such as career changers, self-taught professionals, or those with unconventional experiences—bring fresh perspectives and innovative solutions to the table.
A new era of hiring
As the conversation around hiring continues to evolve, it’s clear that skills are taking centre stage. While degrees and qualifications may still hold value in certain fields, the growing trend towards skills-first hiring marks a significant shift in how companies are evaluating candidates.
For candidates, this means there’s a greater emphasis on demonstrating your skills and experience. For employers, it’s an opportunity to rethink your hiring processes and open the door to a broader, more diverse talent pool.
As we move forward, it’s likely that the balance between degrees and practical skills will continue to shift. Companies that adapt to this changing landscape will be better equipped to stay competitive and innovative, while candidates who embrace skills development will find themselves more attractive in a fast-moving, skills-driven job market.
Ready to rethink your hiring strategy?
At Nobul, we help employers build smarter hiring processes that attract the right talent. If you need help attracting top talent or refining your interview process, our team can support you every step of the way.
