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As times change, so does the hiring process. Degrees are no longer the primary requirement in the hiring process. Instead, companies are shifting from degree-based hiring to skill-based hiring. In addition to attracting new talent, companies aim to leverage how potential employees can drive success within their organizations.
Does Having A Degree Matter Less?
As time passes, degrees are losing value because employers are asking themselves, “Is a bachelor’s degree needed for this role? 25% of companies no longer require a college degree for certain positions. While 69% of them now value work experience over education. ” It was reported that 84% of companies that no longer require a degree have received better hiring outcomes and a bigger hiring pool. In reality, degrees don’t reflect a person’s skill, and experience can carry more weight than a degree alone. It is not lowering the company’s standards, but instead reshaping them to welcome new talent into the circle.
Why the Shift to Skills-Based Hiring?
There are several reasons an employer might shift from degree-based to skill-based hiring. One of those reasons is about performance and predictiveness. Because a person’s degree often poorly reflects their success in a job, employers are now looking beyond degrees to assess other skills and portfolios to find the right fit. About 76% of companies now evaluate emotional intelligence and cognitive ability.
Another reason employees are switching is to increase diversity. When you remove the degree qualification, you have access to more potential. In truth, 48% of organizations claim to have a more diverse workforce when hiring based on skill.
Lastly, times are changing, and companies are racing to keep up. With specific roles, education can only keep up so far, especially in science-based industries. In just one year, 53% of employers removed their degree requirement. When they use skill-based hiring, companies report 82% satisfaction, compared to 67% in traditional models. Leading the trend of skill-based hiring are companies like Walmart, Bank of America, and Delta. Tech, however, is setting the pace for skill-based hiring. Focusing on experience and competence, companies like Siemens, IBM, and Accenture have eliminated university degree requirements for roles.
How Skill-Based Hiring is Changing Legal Hiring
Law firms are examples of shifting their hiring processes from degree-based to skill-based hiring. The legal industry is evolving as skill-based hiring becomes the preferred method. Law firms aim to focus on skills that meet clients’ needs and attract top talent.
According to the National Association for Law Placement (NALP), a 2024 study found that 55% of Am Law 200 firms used skill-based evaluation in their hiring process, up from 30% in 2020.
Law firms examine potential employees on multiple skill sets that don’t reflect based on a degree alone, such as:
- Legal Tech Proficiency: Now, almost everything is digital —emails, documentation, and files. Law firms want candidates to be proficient in technology.
- Project Management: Legal matters are often complex. Employers want their candidates to be able to handle areas such as litigation and corporate transactions.
- Practical Skills: Whether written or verbal, practical communication skills are essential. In the legal world, candidates must be able to communicate with clients, coworkers, and others involved in the case. Law firms want candidates who can communicate effectively and confidently.
As times change, so do candidates. Law firms want candidates who can adapt to any challenge, whether it’s a team change, new clients, or additional work.
About Strategic Recruitment Solutions (SRS)
Since its start in 2010, Strategic Recruitment Solutions has been a leader in executive search solutions specializing in the Legal and Legal Technology fields. Headquartered in New Orleans, SRS has legal recruiters throughout the Southeastern Region of the United States. SRS strategically identifies and places top-tier talent in the legal, professional field (attorneys, paralegals, support staff, and Legal Technology Professionals). SRS’s team has over 20 years of combined specialized recruiting experience meeting the needs of a divergent, dynamic client base.