By Emily Onheiser, Senior Search Consultant at Hunter Crown, LLC
For years, degrees were used as an easy way to judge whether someone was capable of doing a job. Today, that shortcut no longer works.
More companies are dropping degree requirements, not to lower standards, but to raise them. Employers are realizing that skills, experience, and problem-solving ability are far better predictors of performance than where someone went to school. This is especially true in fast-moving industries, where what someone can actually do matters far more than what credentials they hold.
Why the Shift Is Happening
Perceived Talent shortages are forcing companies to widen their candidate pools and rethink outdated filters
Roles are evolving faster than formal education systems can keep up (Think AI is for example, where many jobs exist before schools have full programs to teach it)
Workshops, certifications, and online learning have made advanced skills more accessible than ever
Diversity and inclusion goals benefit from removing barriers that exclude capable candidates
Some employers are recognizing that degrees often measure access and opportunity as much as ability. Two candidates may have identical skills, but only one had the time, money, or flexibility to pursue a traditional four-year degree.
When degrees are listed as “required,” qualified candidates self-select out, even when they can do the job exceptionally well (recruiters have seen this time and time again). That silent filtering costs companies strong performers, unconventional thinkers, and people with real-world experience who could add immediate value.
The shift away from degree requirements isn’t about dismissing education; it’s about being more precise. By focusing on demonstrable skills, relevant experience, and the ability to learn, organizations build teams that are more adaptable, more diverse, and better prepared for what's next. The move toward skills-based hiring reflects a fundamental shift in how we define “talent,” but is it a lasting change? Is this a trend you’re seeing in your organization, or one you hope becomes the standard? The future of hiring may depend on the answer.