What are education requirements for employment?

Education requirements specify the academic credentials or degrees a candidate needs to qualify for your open role. Some businesses don’t list any, instead prioritizing soft or hard skills. Others define degree or certification requirements, especially for positions in healthcare or finance industries.

For example, when hiring for a registered nurse (RN), you might require an Associate’s Degree in Nursing (ADN) or a Bachelor of Science in Nursing (BSN). If you’re hiring an accountant, you may want someone with a certified public accountant (CPA) certification and relevant degree, such as a bachelor’s degree in finance.

When vetting candidates for a retail sales associate or construction worker position, you might instead request customer service or carpentry skills.

Types of education requirements

Consider the various levels of education you might require for different positions:

No high school diploma or equivalent

Candidates may have attended high school without officially graduating or receiving a General Education Development (GED) certificate. They may have transferable practical skills from other positions similar to your role.

High school diploma or equivalent

These applicants have a high school diploma, GED or similar certification. This typically indicates the individual has mastered academic skills taught from kindergarten through 12th grade. Candidates with these diplomas typically have academic skills, such as basic math or creative writing. They may also have completed vocational classes in high school and developed abilities relevant to your position.

Some college

Candidates with “some college” experience have attended a post-secondary institution but haven’t completed a degree program. “Some college” can also mean a worker has enough college credits for a degree but hasn’t formally filed for graduation.

Associate’s degree

An associate’s degree indicates the completion of a two-year post-secondary program. This may be a specific program, such as for a nursing or criminal justice associate’s degree, or a general academic program.

Applicants or employees with this credential might later apply these credits toward a relevant bachelor’s degree program. They may also have specialized knowledge or skills developed during their associate’s degree program. For example, a paramedic may have learned teamwork or problem-solving skills that help them in emergencies.

Bachelor’s degree

A bachelor’s degree indicates a student has completed a four-year academic program. Students typically major in a specific subject or field, such as science or psychology. Applicants with a bachelor’s degree relevant to your role may have the knowledge and skills necessary for success in the position.

Master’s degree

A master’s degree indicates a student has completed 30 to 64 college credit hours beyond a bachelor’s degree. Students typically spend one to two years completing a master’s program. These degrees can help students develop advanced knowledge and skills. For example, librarians may need a Master’s Degree in Library Science (MLS), depending on your organization.

Doctorate degree

This degree typically signals that a worker is an expert in their field and requires three additional years of academic studies. Not all fields have doctoral degree programs, but they’re common for medical professionals, educators and lawyers.

Professional training

Professional training programs enhance a worker’s skills but don’t result in a degree. Instead, many of these programs provide students with a certificate or credential.

Types of professional training include:

• Internal certifications: Some companies provide internal certifications based on their needs. These certifications help you support employee development, but they may not be recognized externally.
• Product certifications: These information technology (IT) certifications are specific to certain software and hardware products. Examples include AWS Certified Solutions Architect, which certifies skills for designing systems on Amazon Web Services, or Adobe Certified Professional, which shows a professional can work with Illustrator or Photoshop.
• Profession-wide certifications: These certifications apply across many employers and aren’t tied to one product or vendor. Examples include a Professional in Human Resources (PHR) certification or a Project Management Professional (PMP) certification.

Internship or externship

An internship or externship occurs when a worker learns skills directly on the job. Internships can be paid or unpaid, and some qualify for college credit. The main difference between internships and externships is the work required. Interns are often treated like regular employees and have a separate workload. Students participating in an externship shadow employees so they can learn how to perform essential duties.

For example, an externship at a publishing house may involve individuals shadowing editors to understand the type of manuscripts they acquire.

When is defining education requirements important?

Educational qualifications aren’t necessary for every position, but they may support your hiring goals. Clearly defined requirements help you communicate the knowledge and training you expect from candidates. Easy-to-understand education requirements help candidates apply appropriately for roles that fit their skill sets, and they help recruiters quickly vet applicants.

Benefits of setting education requirements can include:

• Meeting industry standards: Some fields, such as healthcare and education, require team members to meet minimum degree or certification requirements to comply with regulations.
• Supporting consistency: Education requirements provide a clear framework for job listings and hiring, helping to standardize recruitment decisions.

When may you consider a skills-first hiring approach instead?

Skills-first hiring evaluates candidates based on their abilities rather than their degrees. For many roles, practical experience and demonstrated skills may better predict success than formal education.

Skills-first hiring may be most effective for:

• Broadening the talent pool: Loosening degree requirements can help you connect with quality candidates who have the right abilities for your role without formal education.
• Prioritizing practical skills over formal education: For roles relying on practical knowledge, candidates with direct experience may be better equipped to perform essential duties.
• Building a diverse workforce: Reducing education requirements removes barriers for otherwise qualified candidates, helping you build a more diverse workforce.
• Creating more adaptability: In fast-changing industries like technology or marketing, adaptability and the ability to learn new skills may matter more than a degree.

Tips for communicating education expectations for roles

If you decide to include education requirements, you can clearly communicate them in your job postings. Setting these expectations early helps applicants determine whether to apply.

Best practices for communicating education requirements generally include:

• Being specific about degree level: Explain which level of education you expect applicants to have.
• Stating acceptable fields of study: Specify if candidates should have a degree in a certain field, such as marketing or journalism.
• Differentiating between required and preferred qualifications: Tell candidates whether your education requirement is a hard minimum or a preference. If it’s a preference, you might consider candidates with relevant experience even if they don’t meet the education requirements.
• Clarifying if in-progress education counts: Specify whether you might consider current students close to completing the required degree.
• Acknowledging equivalent experience: Let applicants know if you’re willing to consider practical training or professional certification instead of formal education.