9 reasons to hire candidates based on their skills instead of what school they happened to attend

At College Recruiter, we believe that every student and recent graduate deserves a great career, not just those who happened to attend a school with an elite brand. Fortunately, more and more employers are both agreeing with that approach and taking action to hire the candidates with the best skills, which often means hiring candidates who didn’t attend college or university at all, didn’t graduate, or graduated from a second- or even third-tier school.

Still, not all employers are yet convinced and prefer to equate the school a candidate attended with their ability to be a high performer. In an effort to demonstrate why hiring should be skills-based, we gathered nine expert opinions from CEOs and Managing Directors. From opening doors to a wider candidate pool to enhancing retention through skill-based hiring, these leaders provide compelling reasons to focus on what candidates can do rather than where they studied.

Doors Open to a Wider Candidate Pool

In my experience leading a company, hiring based on skills rather than educational background has proven to be the only reasonable way to hire.

Skills are a more accurate predictor of a candidate’s ability to perform and adapt in real-world scenarios, especially in a rapidly shifting business environment. This approach has allowed us to discover talent with hands-on experience and a proven track record, regardless of their academic pedigree.

It has also opened doors to a wider pool of candidates, fostering a more inclusive and innovative workplace culture. By prioritizing skills, we ensure that we’re not just hiring for credentials, but for actual performance and growth potential.

Brett Ungashick, CEO and CHRO, OutSail

Bias Is Mitigated With Skills-Based Hiring

One reason for employers to prioritize skills over educational background is the reduction of bias in the hiring process. By focusing on a candidate’s skills, companies can mitigate unconscious biases linked to the prestige of educational institutions.

This shift fosters a more inclusive and equitable approach, allowing employers to tap into a broader, more diverse talent pool. Candidates are evaluated on their ability to perform and contribute rather than on their alma mater’s reputation. This leads to a more diverse workforce and helps identify the best talent based on merit and capability.

Nuria Requena, Talent Acquisition Manager, Spacelift

Applied Knowledge Holds Value Over Prestige

What’s most important in hiring new employees is understanding how they’ve taken what they’ve learned in college (or other training programs) and applied it to their work. Where they went to school doesn’t matter if results can’t be shown for how they’ve put everything into practice.

Kelli Anderson, Career Coach, Texas General Insurance

Unconventional Paths Unlock Potential

Evaluating applicants on demonstrated competencies, not academic pedigrees, unlocks game-changing potential otherwise overlooked. Too many once-in-a-generation minds never get invited to the dance. 

Exceptional ability manifests through gritty, unconventional paths as well as gilded institutional hallmarks. If you’re seeking outstanding colleagues to move your mission forward, weigh hands-on skills over CV aesthetics. 

Leadership requires looking beyond surface proxies to recognize those prepared through character.

Lou Reverchuk, Co-Founder and CEO, EchoGlobal

Degrees Don’t Predict Job Performance

A degree doesn’t magically turn someone into a star employee or make them capable of handling every aspect of a role better than anyone else. Some students may put in minimal effort in school to simply earn the piece of paper and likely miss out on key skill-building opportunities.

But even a strong college performance doesn’t always translate to an excellent job performance. The limited ways we’re measured during education are a very poor indicator of a person’s abilities on the job because not everyone learns the same way or excels in a traditional academic environment.

Skills are more concrete indicators of success, especially soft skills that make it easier for employees to learn, adapt, and think critically on the job.

Robert Kaskel, Chief People Officer, Checkr

Skills Dictate Long-Term Career Success

Running an executive search firm has allowed me to observe a clear pattern: the university on a diploma often fades in significance compared to a candidate’s long-term, enduring, developed skills and relationships. When hiring college graduates, employers should focus on skill sets that immediately apply and then those that are moldable. 

Years down the line, it’s these skills that dictate career success, not the prestige of their alma mater. In my experience, the most impactful professionals are those who have continuously sharpened their abilities, treating their education as a ground-floor foundation rather than a resume-polishing pinnacle. 

It’s a pragmatic approach that pays dividends: recognizing that the most valuable players in any organization are often those whose capabilities and impact, not credentials, speak the loudest.

Michael Morgan, Managing Director, Medallion Partners

Hidden Talents Are Beyond Formal Education

One of the main reasons employers should hire candidates based on their skills, instead of the school they attended, is to avoid losing talented employees (young talent). Sometimes, candidates may not have had the chance to receive a proper education from famous and notable schools and may not possess prestigious degrees. 

However, this does not mean they are unsuitable for the job you are offering. It is possible that such a candidate is far more talented and has top-notch skills compared to a candidate who has studied at prestigious high schools and universities. Therefore, it is better to hire candidates based on their skills.

Darren Graham, Company Director, 408 Media Group

Practical Skills Indicate Job Readiness

Employers should prioritize skills over school pedigree because skills directly indicate a candidate’s ability to perform job-specific tasks. A candidate’s practical skills, acquired through experience, internships, or self-directed projects, often provide a clearer picture of their capability to contribute effectively from day one. 

This approach can lead to a more diverse workforce that is better equipped to meet the dynamic demands of the job, ultimately benefiting the organization’s productivity and innovation.

Daniel Bunn, Founder and Director, DB IT

Skills-Based Hiring Enhances Retention

Businesses should focus on hiring for skills because it’s shown to keep employees around longer than just hiring based on where they went to school or the degree they got. Employee retention, that is!

You can figure out how well you’re keeping employees by looking at how many stay with your company for a certain time, like a year, and then showing this number as a percentage of all your employees. This metric helps you understand if you’re picking people who fit well into their new jobs and teams, or if there’s a problem in how you’re hiring that leads to new employees leaving soon.

Companies with many people leaving have to spend a lot on hiring new people. They also need to figure out why people are leaving, like maybe the work environment isn’t great, and try to fix these issues. 

When you hire based on skills and how well someone fits with your company’s culture, you’re more likely to find employees who will stay with you for a long time. Showing that you understand their skills is a great way to show this from the start.

Karl Kangur, Managing Director, DreamGrow