A degree equals a job, right? Not anymore. Dr. Todd talks about how credentials are evolving. From job skills to personality and character, learn what you need to consider to source the most capable, qualified candidates.
(upbeat rock music) - Hey, you got one of these? So what? In years gone by it was pretty easy. If you have a degree, you get a job. My how things have changed. That logic is crumbling. One reason is because today there's an explosion of different credentials. We got degrees. We got non-degree programs. Seminars and well, all kinds of micro-credentials. In fact, today it's hilarious, some people have so many titles and initials after their name, well, we don't know what to think.
So, what's a hiring manager to do? Well, I'll tell you. It's about getting focused on real competence not just credentials. First, resist hard and fast rules. For example, a candidate must have a college degree. Now look, I know that college can be wonderful, very useful, but it's no longer seen as essential. A lot of companies believe this. I'm talking about Google, Starbucks, Apple, the list of companies keeps getting longer and longer.
In fact, there's a study by Penguin Random House, suggesting that having a degree isn't meaningfully related to performance at all. Hey, if you want to suggest they have a degree as a guideline or as something that's good to have, wonderful, but don't make it essential. You're really looking for real skills, character, and personality that works with the team. That's why more and more companies are looking for real evidence of competence, and evidence of great communication skills, they're no longer relying on proxies like college degrees.
This might include a work portfolio, with actual work samples, or pictures, or video, or testimonials, things that help us understand what they've actually done, what they actually understand. This might include group interviews, or exercises they actually complete with other candidates. Things that tell us in fact, who this person is. So, go ahead, make them do actual work. Whether it's a loan with another candidate, or some of the colleagues with whom they might work.
Give them something to work on and let them produce the evidence. Yes, as you branch out and try these new methods, you should be thoughtful, and definitely run everything by HR to make sure things are acceptable legally. Credentials are wonderful, but you're really interested in intelligence, and character, and communication skills, personality, I mean will they really fit with the team or not? Bottom line is, stop looking so much for credentials. Start searching for real competence.