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A Universal Hiring Challenge: Require a Degree or Not

A Universal Hiring Challenge: Require a Degree or Not

Strategies for Crafting an Impressive Job Description

Employers continually face distinct challenges in sourcing candidates, yet a common obstacle unites them – crafting job descriptions that attract quality candidates over sheer quantity. In the realm of administrative hires, there's a prevailing philosophy that establishes specific criteria as a means to filter candidates and ensure quality. Today, we delve into a pivotal aspect of hiring: the strategic choice of whether to mandate a bachelor's degree in your assistant job posting or adopt a more inclusive approach.

Degrees in Job Postings: A Personal Perspective

Mandating a degree for an assistant hire not only limits employers but also hinders their access to top-tier talent. For such a requirement to be justified, employers must possess compelling validation points. Hilani, the founder of Exceptional Admins, personally relates to this criterion. Starting her administrative career at 19 without prior experience but armed with a wealth of service expertise, she supported a celebrity, constantly refining her strategies and toolkit for delivering top-tier service daily. Insisting on a bachelor's degree, or any degree, in your job posting heightens the risk of overlooking exceptional talent.

Optimizing Job Requirements for Hiring Success

In your reflection on job requirements, weigh the consequences of mandatory a degree. While the inclination is comprehensible, such a criterion may inadvertently exclude exceptional candidates. Striking a balance between various factors is paramount for sound hiring decisions. Deliberate thought should precede the exclusion of non-degree holders. Given the commitment of human resources to inclusive hiring practices, adopting a more open stance towards non-degree holders could be the distinguishing factor between a successful hire and a missed opportunity.

Top Three Tips:

  1. Skill-Centric Approach: Emphasize the essential skills for the role rather than fixating on degrees. This approach broadens your candidate pool.
  2. Holistic Evaluation: Assess candidates based on a holistic view of their abilities, including practical skills, relevant experience, and a genuine passion for the role.

  3. Flexible Requirements: Be open to adjusting your criteria based on the candidate's overall fit. A rigid stance on degrees might cost you exceptional talent.