No Degree, No Problem: Updating the approach to candidate qualifications
Professional services firms Ernst & Young (EY), Deloitte, and PricewaterhouseCoopers made headlines recently when their U.K. affiliates publicized the decision to de-emphasize formal education in the recruitment process. Deloitte will be hiding the name of the candidate’s university from recruiters in its search for entry-level talent and EY eliminated the requirement of a college degree altogether. Both of the firms cited the need to diversify their talent pool as the impetus for their policy shift, as well as a desire to focus on the candidate’s attributes that positively correlate with strong job performance.
Increasing employee diversity was a reason given by both EY and Deloitte for re-evaluating their policies on education. But if a directive to diversify comes from the board of directors, that’s as far as it will go, said Bill Ingram, executive vice president of Seven Step RPO. “Diversity and inclusion initiatives work best when they’re organic and in response to legitimate business need, as opposed to a corporate mandate.” In other words, people at all levels need to understand the tangible benefits of inclusion in order to shift company culture.
When proposing a change to the company’s standard education requirements, it is important to be prepared with other valid and reliable means of selecting candidates. After all, the goal is not to lower hiring standards, it’s to focus on the methods of assessment that directly relate to job performance. For example, EY has been very clear that it will still require candidates to undergo prehire assessments.
You can see the full article as it was originally posted on SHRM.org here.