Overview of different education levels

TheBureau of Labor Statistics (BLS) 2022 earnings andunemployment rate by educational attainment data demonstrates that education influences salary. The BLS collects this wage data from a varietyof sources, including the Occupational Employment and Wage Statistics Survey and the National Compensation Survey. In turn, many hiring managers use this data when deciding how much education each job requires because it reveals the education levels other companies require for similar positions.

The data indicates that employees with extensive educational training often earn two to three times more per week than people without a secondary education. For example, workers without a high school diploma earn a median of $682 per week, while those with a doctorateearn $2,083 weekly.Employees with a bachelor’s and master’s degree earn $1,432 and $1,661, respectively.

However, recent trends show thatskills-first hiring is becoming more popular.Many companies realize they may be missing out by passing over experienced candidates who don’t fit their ideal profile. Some organizations even provide on-the-job training to job seekers with the right combination of traits.

What are education requirements?

Education requirements are the lowest level of education required to do the job at your company. While some businesses may not list education requirements at all, others rely onskills that require education. However, candidates who acquire that experience on the job are often attractive to employers outside of regulated industries. You know what your company needs and understand the type of employee that best fits your profile of a quality candidate.

With that in mind, let’s break down the different education levels you can set for your requirements and that youmay encounter when interviewing potential employees.

No high school diploma or equivalent

This classification doesn’t mean an applicant or employee never attended high school; it simply means they didn’t graduate or obtain a General Education Development (GED) certificate. However, they may haveacquired transferable skills or years of experience. These candidates may have a wide variey of skills, so keep in mind the needs of the job before writing them off.

High school diploma or equivalent

These applicants have a high school diploma, GED, or similar certification, and within that education, they may have learned more advanced skills in areas such as vocational technology. Typically,thisindicates an individual has successfully mastered the academic skills taught from kindergarten to 12th grade.

Some college

When an applicant says they have some college experience, it means they attended a 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 degree

An associate degree indicates the completion of a two-year post-secondary program or 60 college credits. This may be a specific program, such as nursing or criminal justice, or a general academic program. Applicants or employees with this credential may later apply these credits toward a relevant bachelor’s degree program.

Bachelor’s degree

A bachelor’s degree indicates a student has completed a four-year academic program with at least 120 college credits. Students typically major in a specific subject or field, such as science or psychology.

Master’s degree

A master’s degree indicates a student has completed 30 to 64 college credit hours beyond a bachelor’s degree. Generally, in a specific niche such as project management for healthcare workers or classroom management for teachers, students typically spend one to two years completing a master’s program with 120 college credits.

Doctorate degree

Often viewed as evidence a worker is an expert in their field, a doctorate requires three additional years of academic studies, and you can’t obtain one without first completing a master’s degree. Not all fields have doctorate degree programs, but they’re common for medical professionals, educators and lawyers.

Professional training

Professional training programs enhance a worker’s skills, but they don’t result in a degree. Instead, many ofthese programs provide students with a certificate they can use as a credential in certain circumstances.

There are three types of professional training, some with certification and some without. These include:

• Internal certifications: Companies provide internal certifications based on their needs. Though these certifications help employees tailor their approach to their jobs specifically to their employers, they rarely have much value outside the company that provides them.
• Product certifications: More mobile than internal certifications, product certifications are specific to certain types of technology, including both specific software and hardware platforms. These skills transfer to other companies that use these platforms, but they don’t transfer to other products.
• Profession-wide certifications: The most valuable type of certification for candidates or employees to have, these credentials transfer across an entire profession. Someone you hire with this type of certification should understand how to do their job, no matter the company they work for.

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 their own workload. Students participating in an externship shadow employees so they can learn how to perform essential duties.

When is defining education requirements important?

Educational qualifications aren’t necessary for every position or industry. However, there are times when creating some can benefit your company. Review the pros and cons of establishing education requirements to decide what works best for your business.

Consider these possible benefits when sharing qualification expectations in a job listing oron your company’s website:

• Completion of postsecondary training may demonstrate an applicant’s ambition, dependability and capacity to see a goal to completion.
• Establishing educational qualifications helps your company meet industry standards for formal training.

Cons of maintaining educational requirements

Setting specific requirements for education can also hinder your growth. Here are some reasons why it may be a drawback to list this information:

• You may miss out on a great employee who can do the job well even though they don’t have the education required.
• You have no way of knowing how hard someone worked in college, so their degree may not accurately reflect their potential or ability.
• Hiring candidates with specific educational backgrounds may result in a lack of innovation and a stagnantcompany culture.
• Sometimes hands-on training or on-the-job experience benefits your company more than a college degree because it is tailored to your organization.

When you should loosen your education requirements

There’s a lot to be said for a potential hire who can hit the ground running at their job, even if they don’t technically have the education required to do it per your company’s standards. When these indicators arise, consider opening applications up with lower education requirements:

• You need a broader talent pool: When you can’t find a quality candidate with a diverse enough range of talents, it may be time to take on a jack-of-all-trades type you can train to fit your needs.
• Practical skills matter more: Education doesn’t necessarily mean someone can do the job. In fact, someone who’s done the job before and has the core competencies that really matter to you may better fulfill your company’s requirements.
• You want a more diverse workforce: Those without opportunities for a formal education may still have the talent and passion to do the job well. Skills-first hiring opens doors for those with disadvantaged backgrounds and can help even the playing field.
• Adaptability trumps certifications: Rapidly changing industries such as the technology and marketing sectors often make today’s trendy certification less valuable tomorrow. Employees who can roll with the changes and get the job done may benefit your organization’s productivity more than those with diplomas in some sectors.

Sharing education expectations for jobs

Sharing education expectations upfront ensures everyone understands what’s required and sets the tone for further interactions with potential candidates. If you decide to create educational requirements for hiringat your company, make sure each job listingreflects that. You may also want to include this information on your company’s website in case applicants search for career opportunities there.

When you add education requirements to a job description, be specific about the type of degree and program. Do you expect applicants to have a degree, or is it okay if they’re current students? Should workers major in a specific field, such as marketing or education, or is any degree fine? Clear-cut answers to these questions help you better hone in on a quality candidate to fill your open role.

Also, mention whether you’re willing to accept on-the-job training in lieu of professional academic requirements. For example, you may be okay with hiring a worker who has five years of experience in your field, even though they have no college credits. In many cases, someone with lots of experience may be a better fit than an entry-level employee fresh out of college.

A college degree doesn’t make every applicant a good fit for your company, and you may overlook some good candidates if you have rigid educational requirements. Keep that in mind when determining whether these qualifications should be mandatory for your employees.

Defining education requirements FAQs

How are job requirements related to education requirements?

Job requirements are a list of things a candidate needs to qualify for a position with your company. Education requirements are typically part of a job requirements list. Other items on such lists typically include:

• Soft skills
• Hard skills
• Certifications
• Languages

What are experience requirements?

Experience requirements, or equivalent experience, lets employers find workers who may not have a diploma or degree. You can also add “experience in lieu of education” to your job listing to attract otherwise attractive job seekers without formal schooling.