If a company is experiencing difficulties in acquiring talent, which many report to be the case today, a solution may reside in a simple change of approach: Broaden the search. Such a shift, particularly on the part of companies in the technology sector, where the need for talent is always on the rise, could prove a powerful elixir to the perceived talent shortage in the job market. It would also help address the lack of representation in the industry. 

For years, tech companies have cited “pipeline problems” as the reason why so few of their workers are women and people of color. But too-restrictive hiring processes with bloated prerequisites for candidates, such as the absolute need for a college degree, may also be to blame.

“​​Companies who are still requiring college four-year degrees for a major set of jobs—they can still require that, [but] they’re just going to have a lot of open jobs,” said Kim Mitchell, VP of program strategy at NPower, a nonprofit that creates pathways to careers in tech for military veterans and young adults in underserved communities. “There are not enough people going to college to fill the demand for tech talent in particular, [and] as we look at the broad range of open jobs, the requirement for [a] degree is simply not going to allow someone to reach their goals.”

Mitchell’s remarks were made during a recent thought leadership spotlight, “How Employers Can Get Out of Their Own Way in Measuring Talent.” Her advice, to tech companies and other organizations struggling to build a workforce, especially a diverse one, is to consider non-college graduates, young people and veterans who, in lieu of robust formal education, still boast desirable skill sets.

“A degree is not always a proxy for someone’s ability and their aptitude, their competence and the skills that they’re able to demonstrate,” Mitchell said. “Just because you’re not on a path to college doesn’t mean you need to take a vow of poverty.”

Diplomas also don’t necessarily symbolize the grit a candidate might possess, or their motivation and potential commitment to a position. These are all character traits Mitchell said she’s observed in the talent that’s come through NPower over the years. She added that there are many trades and skills “in areas where individuals can obtain a set of credentials that are not necessarily a college degree.” 

NPower program participants, some of whom do have degrees–including veterans whom Mitchell described as “struggling with translating their transition to civilian life into a career”—get started with what Mitchell called a “behavioral-based interview.” This step helps determine the prospect’s level of interest in technology and willingness to commit to a career in the sector, as well as what experiences they’ve had that may be, according to Mitchell, “a proxy for skill similarity.”

She said that 81% of NPower graduates—those who’ve earned industry-recognized certification—land a job in tech. But NPower isn’t done with them yet. The organization tracks their graduates’ progress and provides more advanced training and education, too, supplying them with the tools to achieve higher-level jobs.

“And when employers open their doors and receive this talent, and they then create a culture that is receptive to individuals who may not have had the [traditional] path, but who are able to contribute as much, if not more, then you also have a greater level of commitment,” Mitchell said. “You also have someone who is willing to pay it forward and want[s] to pour [effort] into other young talent and entry-level talent.”

Mitchell welcomes what she and others observe as a “skills-based movement” in labor, with a “de-credentialing of positions.” This pivot will not only open up more advancement opportunities for those already employed but also give previously ignored talent the chance to get started on a fulfilling career of productivity. And, in the face of a labor shortage, it will help companies struggling to staff get the talent they need, from sources traditionally perceived as unlikely. 

“Their focus is on what someone is able to do,” Mitchell said.

Editor’s note: From Day One thanks our partner, NPower, who sponsored this thought leadership spotlight.

Michael Stahl is a New York City-based freelance journalist, writer, and editor. You can read more of his work at MichaelStahlWrites.com, follow him on Twitter @MichaelRStahl, and order his first book, the autobiography of Major League Baseball pitcher Bartolo Colón, at Abrams Books. 

(Feature photo: iStock by Getty Images)