I'm asking about most jobs where the degree you have really doesn't matter.

There is an opening on a team I work closely with that I think a specific individual who has worked on numerous teams that support that team (and mine) would be ideal for. So, I called that person this morning to let them know there is an opening and I thought they'd be a great fit (I'm not the hiring manager...just have worked with this individual many times over the last 10 years), and they told me they have applied for the position multiple times in the past but it's always come down to not having a degree.

This individual has almost 30 years of experience at the company, so at what point does the knowledge they possess from the numerous roles they've had supersede someone coming in with much less experience but has a degree? This person is thought highly of by people from multiple levels within my company, but seems to have accepted they've hit their ceiling in their career because of a lack of a degree.

I mean, if this was an entry level role, I could see. But this is one where industry experience is important, and given how complex my company is, understanding how to navigate it is half the battle.

I haven't been asked about my degree (AGSM) since my third job out of school - about 10 years experience.

Corporate finance and accounting for 20 years.

I did call the hiring manager about an hour and a half ago to discuss this person (we used to be on the same team, so I know him well), and he stated they applied last time a role on his team was open and he wanted to extend them an offer, but HR wouldn't approve it. They escalated up to the VP but they would not make an exception. It's just silly, IMO. I think at some point a piece of paper you received decades ago has as much weight as the part-time job you had in HS.

**edit**

And I called the candidate to let them know the role was open and to let them know I thought they'd be a good fit. There's a couple of reasons for that...first, I'm not sure if they're actively looking or not, but for them to know others see the work they do and appreciate it. Second, and least important, there are times me or my team need something from their team to be turned around within a few hours, so buying some good will with them to bank is icing on the cake.

Depends on what degree is required.

Former coworker of mine at a company X also worked for Company Y (which I worked for at a different time as them).

He was laid off at Company X. He saw that Company Y was hiring for the same position he had with them years prior. His application was rejected bc he didn't have a degree. Even though he literally did that position before at that exact company...they wouldn't give him the time of day bc no degree.

That's just ridiculously idiotic.

aTm2004 said:

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I did call the hiring manager about an hour and a half ago to discuss this person (we used to be on the same team, so I know him well), and he stated they applied last time a role on his team was open and he wanted to extend them an offer, but HR wouldn't approve it. They escalated up to the VP but they would not make an exception. It's just silly, IMO. I think at some point a piece of paper you received decades ago has as much weight as the part-time job you had in HS.

**edit**

And I called the candidate to let them know the role was open and to let them know I thought they'd be a good fit. There's a couple of reasons for that...first, I'm not sure if they're actively looking or not, but for them to know others see the work they do and appreciate it. Second, and least important, there are times me or my team need something from their team to be turned around within a few hours, so buying some good will with them to bank is icing on the cake.

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Is the 'gate keeper' in HR still there?

We had a similar issue years ago and once the HR person left, the person was promptly promoted.

Not sure. We're a huge company and it seems HR turns over more often than scrambled eggs. I've encouraged that person to apply anyway. The team also reports into different VP now, so maybe that will help.

That's insane.

This whole thing makes me think of my mom, who dropped out of HS and got her GED when she was close to retirement. She had a few different jobs when I was younger, but began working for a hospital back in the early early-90s and climbed her way up through the years as this hospital grew and became a part of one of the big hospital systems. An opportunity came late in her career to move into a regional role with this system, but it required a degree. Knowing most who have had the role in the past and would be applying had MHA/MBAs, she informed them that she did not even have a HS diploma, so didn't want to apply. The VP it would be reporting to has worked with my mom in the past and knew the knowledge/experience she had as well as the work ethic (not to mention her department was one of the top performers nationally), so he escalated all the way up to the CEO to try to get an exception, and they granted her one only if she agreed to get her GED within 12 months, which she did. She held that role for the last 4 years of her career. She retired back in 2021 and has been called twice since to see if she had any interest in coming out of retirement as the 2 replacements that have held the role have failed. Each time she's thanked them for their consideration, but was a full-time grandma now.

Being and Aggie helped me get on with my current company, no doubt, but what was learned while there is of little importance. If I'm completely honest, the algebra I learned in middle and high school is much more important in my day-to-day than what I learned in any of my economics classes or my Shakespeare elective I took at A&M.

If you are a govt contractor, which most major companies are, you have to hire based on the JD.

If the JD says a degree is required, a degree is required. No amount of exp trumps it.

If it says, Bachelors or X years of proven experience in XYZ, then you can go with it.

Again, it all depends on the degree. If it's for a Civil Engineer, I wouldn't take any years of experience without that degree as if something goes wrong, you have a non engineer doing engineering work. Etc.

Have the candidate get a POS degree from the university of phoenix. A company with that many stupid regulations should be big enough to have tuition reimbursemnet.

Just find a company wiith a healhy and robust DEI program. Or, say you're Haitian.