With the recent election victory of Donald Trump, the issue of choosing between an applicant with qualifications or experience has never been more relevant. If a man with zero political experience can be elected to the most powerful political office in the world on the strength of his business experience, then does this represent a growing shift away from traditional qualification preference for applicants for other jobs? This blog will explore whether organisations now need to look beyond how qualified a candidate is and start looking at experience instead? 

Ernst and Young recently decided to drop the degree classification threshold for graduate recruitment, stating that there is ‘no evidence’ that success at university is linked to achievement in professional assessments. Ernst and Young are just the latest example of the growing belief that while academic qualifications are important, the lack of a degree will no longer act as a barrier to recruitment. These changes reflect a recent study by the Social Mobility and Child Poverty Commission which states that working-class applicants were “systematically locked out” of opportunities at leading firms. This culturally ingrained limitation of social mobility has long been something that people had to contend with while trying to secure degree-level jobs.

A closed shop?

The spectre of the “old boys network” in the UK or the “Political Elite” in the USA deciding who rules and who gets the top jobs is at the heart of the failed ruling class argument Donald Trump so successfully used in his election campaign. It raises the possibility that along with the Brexit vote, the working-class ‘masses’ have finally had enough of institutionalised prejudice and the ruling class.

But maybe these instances are the exception, rather than the rule? Overwhelmingly a degree is still the gold standard when considering recruitment and prospective applicants. It is argued that a high level degree reveals a lot more about a person than just their academic ability. Being able to commit yourself to a multiple year educational course shows commitment and character, as well as helping to develop social, personal, intellectual and cultural skills. These values can produce a more rounded, capable applicant with greater potential than someone who may have direct experience, but may lack the ability to expand beyond their sphere of knowledge and influence.

Even as arguably the most qualified applicant ever to have run for the position of the President of the USA, Hillary Clinton somehow lost the vote to someone who according to every poll, had no chance of winning. Does this mean there has been a permanent cultural shift towards the perception of a job candidate, with a rejection of conventional educational and personal guidelines?

When considering the best applicant for any job, be it a President or postman, it is essential that employers have as much information at their fingertips and that the right hire is made. As a screening provider, CBS can help with this process and believe it is important that background screening is conducted for any industry and for any job role in order to recruit the most suitable candidates. As part of our screening services, we can carry out an in-depth check of any potential criminal history, previous employment records and verify a candidate’s identity (and much more). This is a process that not only gives our clients peace of mind but has also helps mitigate the risks that come with a bad hire.

For further information, please contact our team who will be able to help guide you through the process of conducting background checks.