When it comes to hiring, a degree acts as a filter. Let's say 200 people apply for a post. (and when the economy is bad that number goes up). I know that of the 200 probably 20 would be perfect for the job.
Now I don't want to interview 200, because all I need to find is one of the 20. So first thing to do is filter the pile based on some objective measure. Having a degree is a quick way to get from 200 to 100 or less. And my experience has shown, that at least for some jobs, the bulk of the 20 will be in the 100 that are left.
Of course I'm talking about technical jobs here - if I was looking for a carpenter I'd use a different filter.
Are there people who would be perfect for the job excluded in the filtering process? Of course the are. But I'm going to reject 19 perfectly good candidates anyway so filtering a few out early is fine.
Of course the filter is not the only filter, and is not absolute. Experience trumps education so good specific experience can get you through to. And (for me) personal passion for the work trumps them all. That's hard to put in a resume, but is great whe I find it.
Incidentally of the 200 resumes the goal is to interview as few as possible. Ideally < 10. Like I say, I don't need 20 great people, just 1.
In a completely random spread is should be able to discard 90% of the applications without even looking at them. That's you dart-board approach.
In order to improve the odds though one can apply some reasonable filter. Any filter that does a better job of improving the dart board odds is, by definition, better than a dart board.
Now different jobs benefit from different filters. If I'm applying to do a job that takes a high-functioning brain, then it makes sense to apply a filter that already clasifying people based on mental ability.
It's important to understand that the goal is not to find the best 20 people. The goal is not to even find the best person. (because after some level the notion of "best" is highly subjective.) the goal of a recruiter is to find someone who is capable, and is good at the job.
The goal of you, the person trying to get hired, is to get past the filters. You may think you're the "best" person for the job ( but how would you know without yourself interviewing the other 199?)
Some filters, like a college degree, are hard to overcome. Because I can completely ignore you and still succeed in my task of hiring someone. To be honest what -you- think of my filter(s) is irrelevant. I'm not out to find every quality candidate - just fining 1 is sufficient.
If you find you are being negatively affected by hiring filters then you need to be creative about overcoming that.
You wouldn't filter out people who have no experience or knowledge of the job field? So if you have a grocery store bagger with no other job experience or schooling applying for a highly technical position that also requires managing 20 people and budgeting several million dollars, you would interview them?
this sounds like a very good reasoning. with your permission I'll pass it on to different other forums/blogs, like a prime example of Hiring Common Sense reasoning, Effectiveness in Hiring , something that was (with purpose?) dismantled in the years that preceded 2000-2002 Internet Bust and following Decade Long (And Counting) Bust
Now I don't want to interview 200, because all I need to find is one of the 20. So first thing to do is filter the pile based on some objective measure. Having a degree is a quick way to get from 200 to 100 or less. And my experience has shown, that at least for some jobs, the bulk of the 20 will be in the 100 that are left.
Of course I'm talking about technical jobs here - if I was looking for a carpenter I'd use a different filter.
Are there people who would be perfect for the job excluded in the filtering process? Of course the are. But I'm going to reject 19 perfectly good candidates anyway so filtering a few out early is fine.
Of course the filter is not the only filter, and is not absolute. Experience trumps education so good specific experience can get you through to. And (for me) personal passion for the work trumps them all. That's hard to put in a resume, but is great whe I find it.
Incidentally of the 200 resumes the goal is to interview as few as possible. Ideally < 10. Like I say, I don't need 20 great people, just 1.