In March 2022, Maryland Governor Larry Hogan initiated a groundbreaking program aimed at relaxing degree requirements for numerous government positions, a move swiftly followed by at least 19 other states. This shift seeks to address widespread government job vacancies and expand opportunities for individuals without traditional four-year college degrees.
These policy changes could also influence private sector hiring practices, encouraging employers to consider alternative indicators of skills and qualifications beyond four-year degrees. Tameshia Bridges Mansfield of Jobs for the Future sees this as a positive step toward broadening access to employment and advancement opportunities.
However, it’s crucial to recognize that while these policies aim to support non-degree holders, they may not diminish the value of a college education in hiring and compensation decisions. Ben Wildavsky, a higher education expert, emphasizes the enduring significance of degrees and their perceived value in the job market.
The shift away from degree requirements in job descriptions reflects broader trends in employment practices over the past decade. Ryan Craig, managing director of Achieve Partners, notes that degree prerequisites emerged as a tool for managing the overwhelming volume of job applications. Applicant tracking systems often screened out candidates who didn’t meet these requirements, using “Bachelor’s degree” as a significant filter term.
The current labour shortage, exacerbated by low unemployment rates, has fueled bipartisan efforts to reconsider degree prerequisites. Nicole Smith, chief economist at Georgetown University’s Center on Education and the Workforce, points out that private sector entities like IBM and Google have already relaxed degree requirements for various roles. Despite this shift, hiring patterns haven’t necessarily aligned with the decline in degree prerequisites, suggesting that other factors influence hiring decisions.
While the value of a college degree remains significant, public opinion regarding higher education has shifted. A growing number of Americans believe that alternative credentials, such as technical certifications, suffice for securing good jobs. However, Wildavsky warns against downplaying the benefits of postsecondary education, cautioning that the fastest-growing jobs increasingly demand advanced education and training.
Addressing the skills gap and promoting career advancement for non-degree earners requires multifaceted approaches. Bridges Mansfield suggests that employers play a pivotal role in helping workers identify and develop relevant skills. Additionally, expanding financial aid programs, such as Pell Grants, to cover short-term credential programs could enhance access to education and training opportunities.
Despite the evolving landscape of hiring practices, challenges persist for early career workers. While policies like those in Colorado, emphasizing apprenticeship programs, offer promising solutions, navigating the evolving job market remains complex. Ultimately, balancing evolving employment requirements with equitable access to opportunities remains a key challenge for policymakers and employers alike.
