A skilled workforce gives a stable foundation to any business, which is why companies go the extra mile to secure top talent. When it comes to screening candidates, HR managers do not want to take any chances. They look for the best mix, with the right education, skills, experience, and cultural fits, not necessarily in that order.
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Education versus experience is an ongoing debate that businesses and career aspirants always struggle with.The question is whether companies really focus on education when they pick resources. The answer is critical for both employers and employees. Employers need to decide wisely, while employees want to understand the worth of a college degree. It makes sense to think deeply and find the right answer to this tricky question. Here are some insights that can help.
The industry makes a difference
Education is the key to securing job prospects in some industries. You cannot expect to build a career in the medical profession, high-level engineering roles, or legal domain without an appropriate degree. These career options also require practical work experience with an internship or residency, which are a part of the degree. Professionals need a certain level of education before entering the workforce in these sectors. Conversely, formal education is not as essential in other industries such as sales, social services, and education, so employers are less rigid about a degree while hiring people.
A flexible approach is vital
Employers need to take a flexible approach to the evaluation of potential employees. It is best to assess candidates on a case-by-case basis rather than have a one-size-fits-all mindset. Recruiters can rely on workforce intelligence software to make smarter decisions. It serves as a universal database that defines the workforce dynamics of the company. So managers can use it to decide what works for them. They can make data-driven choices while eliminating biases. The right choice ensures a smarter workforce with higher retention.
The practical experience takes classroom knowledge a notch higher
Even as education remains a significant factor when picking resources for the company, managers need to understand the value of practical experience. If the candidate is skilled enough, they can consider onboarding them and training them on the job. Hands-on training and experience take classroom knowledge to the next level. Even if employees do not have a formal degree, they can make an immense contribution to the organization with on-the-job training and the experience they gain at work.
Workplace-specific skills are an add-on
While experienced graduates make the best choice for a business, people with workplace-specific skills are also desirable. Degrees and experience bring hard skills to an organization. Soft skills include multitasking, communication, teamwork, and leadership. Some skills are inborn, and others can be cultivated over time. Managers need to evaluate candidates to understand if they have the soft skills relevant to the company.
Education is definitely a significant deciding factor when HR managers pick potential employees for the company, but it isn’t the only thing they should focus on. The best approach is to look for a combination that includes experience and soft skills along with a formal degree.