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The Case For Hiring People Without Degrees – Scott Galloway’s Vision

The Case for Hiring People Without Degrees – Scott Galloway’s Vision

The Importance of Prioritizing Skills Over Degrees

There are not many “Gurus” you should take hiring advice from, but Scott Galloway has built nine real businesses and, as a Professor, actually researches most of what he says. Scott is an advocate for hiring people without degrees. Galloway’s perspective is prioritizing skills and potential over formal qualifications, which I wholeheartedly agree with.

Expanding the Talent Pool Beyond Degree Holders

My advice to young people is to pursue education, whether through apprenticeships or learning from colleagues. On average, educated individuals earn more. However, employers seek exceptional talent, not just averages. Restricting recruitment to degree holders limits our options to less than 40% of the population.

Enhancing Hiring Processes for Inclusivity and Meritocracy

Many of the world’s most successful individuals and people I have hired didn’t complete college, and requiring degree requirements can be exclusionary, as higher education is for the rich. Look at tech giants like Apple and Google, where many employees have thrived without holding traditional degrees. By overlooking degree requirements, businesses can tap into a broader talent pool, harnessing a wider range of skills, experiences, and backgrounds.

Implementing Effective Hiring Strategies

One of Galloway’s central arguments is that skills and motivation often outshine academic credentials. Employers should emphasize assessing candidates’ ability to adapt, learn quickly, and contribute to the organization’s goals. By focusing on these factors, businesses can identify hidden talents and reduce barriers to entry for those without degrees.

Scott and I don’t suggest abandoning education but instead advocate for a more inclusive and meritocratic hiring process. So what can employers do?

  1. Write job descriptions for what is needed not to keep the number of candidates down for HR to deal with.
  2. If there are high volumes of applicants, get them to complete a small related task. The Vancouver Canucks are hiring a Social Media Coordinator, and instead of asking candidates to create an Instagram post about the team, they asked for a traditional resume and cover letter? WTF?
  3. Use interview techniques that predict job performance like skills testing, behavioral-based or Top Grading style of Interviewing.

This hiring approach of hiring the best people, not the best people, with the right piece of paper not only benefits candidates but can also lead to enhanced innovation and increased diversity within organizations, EI, more money!!!

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