Companies sometimes use degrees as a proxy for intelligence, believing that graduates are smarter than non-graduates. However, cognitive ability follows a bell curve, with plenty of smart people without degrees, and plenty of not so smart people with degrees. Relying on educational attainment as a proxy for cognitive ability is therefore a gamble, and does not always pay off.
Why should a business consider hiring someone without a degree?
Although research shows that cognitive ability is a useful predictor of job performance, it also shows that educational attainment is not (Schmidt & Hunter, 1998). Unlike aptitude tests which measure cognitive ability directly, educational attainment only serves as a proxy, reducing its utility in employee selection. Many factors determine whether or not a person undertakes a degree (particularly socioeconomic factors), with cognitive ability representing a small piece of the puzzle. Cognitive ability test scores however, are determined almost entirely by cognitive ability, measuring this construct more accurately.
Ultimately, companies can predict whether a candidate will be successful or not based on their results from a psychometric test. The results of their university degree bare little correlation with the chances of their success as an employee.
In recognition of this, many companies have now lowered their degree requirement to a minimum of a 2:2, with just some examples being: Deloitte, Mi5, Lloyds Banking Group. Similarly, many companies are also offering graduate-type schemes which do not require a degree at all, in the form of higher apprenticeships.
It has been reported that some students even outsource some of their degree coursework to online writing services. Since universities can easily check for plagiarism, some dishonest students have instead turned to online ‘write my essay’ services. It’s possible to cheat some of a degree result. Whilst it’s possible to prepare for aptitude tests, it’s almost impossible to cheat aptitude tests because test publishers use all sorts of anti-cheat mechanisms like adaptive item-banked questions, proctoring, and short verification tests.
What companies offer higher apprenticeships?
Lots of companies offer higher apprenticeships such as for example: BBC, Bloomberg, BT, Coca-Cola, EY, Jaguar Land Rover, KPMG, Mercedes, PwC, Sky, Unilever…and more.
A big benefit of higher apprenticeships is that allow employers to hire smart people before they undertake their degree, saving the applicant significant time and expensive, while the employer receives all the benefits from hiring smart people. This would be a major win-win for people from lower socioeconomic backgrounds, giving them access to white-collar work, while also avoiding tonnes of student debt.
How would a company approach hiring someone without a degree?
Hiring managers are better served by dropping educational requirements and simply measuring cognitive ability directly using aptitude tests. Screening with aptitude tests is a common and evidence-based practice, especially for emerging talent and early-stage careers.
Indeed, many large employers already use these assessments, making educational requirements entirely redundant. Compared to relying solely on educational requirements, using aptitude tests increases quality of hire, while simultaneously providing access to a larger and more diverse applicant pool.
Naturally, certain degrees may be necessary for entry into certain professions i.e. engineering degrees, medical degrees etc., however most graduate schemes will accept any degree subject. For these positions, the requirement of a degree itself is superfluous, and can be conveniently replaced with aptitude testing.
