In the 1970’s, only 26% of middle-class workers had any kind of education beyond high school. In fact, most people did not attend college in the 1970’s because most jobs didn’t require a college education. However by 2031, Georgetown University’s Center on Education and the Workforce predicts that 42% of jobs will require at least a bachelor’s degree, while only 28% of jobs will go to workers with up to a high school diploma. The tug of war between the hiring power of a person’s skills and their level of education has been ongoing for years, affecting the education and career planning of the next generation. In this Astronology®, we’ll discuss how skills and degrees can impact an employee’s ability to be hired, and whether employers should take a skills-based or degree-based approach to hiring.
Skills Emphasis
Employers are increasingly recognizing that strong candidates may have the right skills for a role—even if they lack a traditional educational background. To bridge this gap, many organizations are shifting their focus toward proven experience and demonstrated competence. This often involves requesting a portfolio of work or administering pre-employment skills assessments. In fact, a 2023 survey by TestGorilla found that 76% of employers use some form of skills-based hiring, with 55% incorporating skills assessment tests. By prioritizing practical expertise over formal education, companies can tap into a broader, more diverse talent pool and gain access to job-ready candidates.
Degree Emphasis
Even with the rise of the “skills-first” hiring trend, Georgetown University’s Center on Education and the Workforce still predicts that 42% of jobs will require at least a bachelor’s degree. That statistic makes one thing clear: education still plays a powerful role in hiring decisions. In some industries—like healthcare or law—a degree isn’t just preferred, it’s essential. And beyond credentials, earning a degree is also a way to develop key skills. To many employers, a college education signals critical thinking, problem-solving, and communication abilities, as well as personal qualities like determination and follow-through. Those are traits every hiring manager wants to see in a candidate.
Conclusion
Both hiring strategies bring something valuable to the table, and it’s no wonder the conversation around them isn’t slowing down. Taking a blended approach may be most effective, to ensure quality talent and a broader talent pool.
If you’re involved in hiring, how does your team approach candidate selection? Drop your thoughts and experiences in the comments—we’d love to learn from you.