If you went to University, let me ask you a question:
How much of the taught subject matter are you using in your work?
I asked myself the same question and the answer is “very little”.
I am sure that there are certain professions, certain vocations where the content matter of a university degree is a necessity. And yet, in the majority of roles, I’m not so sure.
The CIPD released a brilliant piece of research last week highlighting the expansion of Higher Education in the UK and the resultant increase in graduates working in historically “non-graduate” roles.
There are several hypotheses to explain this, some with positive outcomes, some without.
Two things immediately strike me as being highly culpable in this trend,
- the homogenisation of higher education post the 1992 reforms
- the insistence of businesses to require degrees for non-degree roles
I’ll leave the first for people better placed to comment on the education sector (although you can check out this brilliant assessment from Peter Scott as a start).
I want to talk about the second point.
Why do I think we ask for degrees?
- We’re lazy. We ask for a degree when no degree is necessary because simply it makes life easier.
- We lack creativity and fall foul of unconscious bias. We have degrees and therefore it must be a requirement.
Don’t believe me? I ran a search on Changeboard of the HR jobs that specifically called out a degree as a requirement in the ad and there were over 170, (I don’t mean to pick on Changeboard, I did the same search on HR Magazine and got a similar return).
With over 20 years working in the profession, I’m yet to come across a role where a degree is of critical value. And of course, the irony is that in the case of HR, the degree will often be in a subject matter that probably isn’t relevant to the role.
We’re stuck in the past and assuming that a degree in some way differentiates the ability of the candidate, but more importantly we are sending out a message that you have to have a degree to work in HR. A pattern that is replicated across numerous other roles and professions.
There are certain life skills, there are certain intellectual processes that do come from study, I complete get that. But can they be obtained in other ways? Of course.
Our duty as a profession is to challenge the preconceptions of requirements, to throw our doors open more widely and to make our assessment and selection processes based on genuine capability, talent and potential. Not on meaningless qualifications.
But if we can’t do that within our own recruitment, what chance have we got in other areas of the business? We need to get our own house in order and be ruthless with our own professional approach.
Let me put it simply,
You don’t need a degree to work in HR.
So let’s stop saying you do.