Degrees Not Always Necessary: Examples in the Job Market
Long ago, during a period of research on wage scales, I was a member of a university committee tasked with evaluating position rankings. Initially, degrees were considered a key criterion, granting points to positions requiring higher education. However, this practice swiftly changed as we observed an unnecessary degree requirement for roles that did not necessitate one. Interviews with supervisors revealed that the primary reason for requiring a degree was to show a candidate's perseverance and reliability, rather than its direct relevance to the job.
One of the most striking examples is the requirement for a Master's Degree for librarians, though I have yet to confirm its accuracy. Regardless, this standard presents a clear case of degree overqualification. Another example, and perhaps a more controversial one, is the U.S. military, which often requires a bachelor's degree for roles where the degree is not integral to the job requirements.
The U.S. Military: A Case Study in Overqualification
In the military, obtaining a degree is almost a prerequisite for becoming an officer. Interestingly, the degree requirement can be surprisingly broad. For instance, in the naval fighter squadron I served in, achieving the rank of a fighter pilot necessitates a degree, but the field of study is irrelevant. You could have studied anything from underwater basket weaving to aeronautical engineering, and as long as you hold a degree, you qualify for the role.
One pilot in our squadron shared his background, stating that he earned his degree in something like business or finance. Initially, I thought this was unusual, as I had naively assumed that a fighter pilot should have a degree in a related field such as physics or engineering. However, my perception was erroneous. Any bachelor's degree suffices.
Why Does the U.S. Military Persist with Degree Requirements?
The military’s stance on degree requirements for roles such as fighter pilots presents a curious contradiction. On one hand, it is essential to have well-trained, knowledgeable personnel to operate advanced aircraft. On the other hand, the stringent degree requirement seems somewhat redundant, given the pre-existing demonstration of skills and aptitude required to earn a pilot's license.
If someone had pursued a career path to get a Commercial Pilot Certificate and then joined the military, it would seem logical that they would be well-prepared for flying military aircraft. However, despite possessing the necessary skills and certification, a candidate would still be required to hold a degree. This requirement is an overkill, as the chosen field of study does not significantly impact their ability to perform as a fighter pilot.
Role in the Marketplace and Beyond
The trend of making degree requirements for non-relevant positions not only applies to the military but also to various industries and sectors. While having a degree can be beneficial in demonstrating a candidate's commitment and perseverance, it is not always necessary for certain positions. This discrepancy often leads to skepticism and criticism in the job market, questioning the true value of educational requirements.
Historically, the value of a degree was incumbent upon its relevance to the job. However, as educational requirements have become standardized and more rigorous, the marginal benefit of a degree in these cases diminishes. This shift underscores the importance of employers reevaluating the true purpose and requirement of educational qualifications in the hiring process.
Conclusion
In conclusion, the degree requirement for certain jobs, especially when the degree is not related to the role, can be viewed as an unnecessary stipulation. Real-world experiences and skills often provide a more relevant and valuable foundation than a general but unrelated degree. While having a degree remains a desirable credential, it is increasingly important for employers to consider the actual value it brings to the table. This critical examination could lead to more efficient and fair hiring practices, ultimately benefiting both employers and employees.