What holds more weight in the modern-day workplace, skills or credentials? Businesses are realizing the importance of a workforce capable of adapting to technological advancements and shifting market demands. As an employer, should we be employing candidates based on their academic performance or their proven experience in executing tasks? Let’s break the two down together.
Credentials, comprising degrees, diplomas, certifications, and licenses, serve as formal validation of an individual's qualifications. They signify a standardized level of expertise, which is important for employers so they know that candidates have the knowledge for a particular role.
While traditional means of gaining credentials would often mean spending at least a year studying a degree or a diploma, the increased choice of short-term certifications and skills-verified courses have given people more flexibility to learn asynchronously without devoting a larger portion of their time to upskilling.
Gone are the days when a college degree was the surefire way to a good, well-paying career. Nowadays there are demands for new skill sets, many of which are self-taught or acquired outside traditional educational institutions. This shift has prompted a reevaluation of what qualifications truly signify a candidate's job readiness.
There are hard skills and soft skills, and different combinations of the two heavily contribute to the uniqueness of each person. Often candidates who can demonstrate proficiency in new technologies and methodologies, regardless of their educational background are likely to be more favourable.
It really depends on the industry. In fields that are highly-specialized or regulated, such as healthcare, engineering, or law, credentials remain an indispensable requirement. You would (and should) never trust someone without a healthcare credential to give you healthcare advice and prescribe your medication. But with skills, there’s experience — it demonstrates the ability to adapt, make judgment calls, and perform with higher efficiency. All of which are not easily replicable in an educational setting.
While having a solid academic foundation can help set the tone and complement skills by providing a comprehensive picture of a candidate's capabilities, it’s often the different skills that set a candidate apart. That’s why it’s important to understand the existing skills within your organization — which can be done through Skills Intelligence.
Want to learn more about how Skills intelligence works? Reach out to us!
We’ve also got plenty of resources to help you get started: