Employers relax hiring criteria as skills gap grows

Now is the time to apply for jobs that previously seemed out of reach.

International border closures, increased desire for job security and a growing appetite for workplace diversity have converged to create an ideal jobs market for Aussies.

Skill shortages in many sectors have encouraged employers to relax their hiring criteria and give previously-overlooked applicants a shot, with some dropping the need for university degrees.

Exclusive research commissioned by recruiter Robert Half reveals 82 per cent of Australian hiring managers have hired a candidate who did not meet all the technical requirements for a role.

Robert Half Australia director Nicole Gorton says it is a growing trend.

“Historically, companies have said ‘We want to hire people with this particular university degree, from these four universities’,” she says.

“Now they are saying ‘What can we do if we want a diverse workforce? What can we do if there is a talent deficit? What technical skills can we reduce as must-haves and get a more diverse shortlist?’”

Robert Half’s Nicole Gorton says more employers are hiring based on a candidate’s potential. Picture: Supplied

Gorton says the situation is exacerbated by people in secure jobs being reluctant to change employer and “the extreme talent deficit” caused by COVID-19’s international border closures.

“Typically, Australia has 300,000 overseas 457s and travellers and now we are down to 30,000,” she says.

“We now don’t have this talent pool to draw from.

“It’s a good opportunity for candidates to apply for roles they wouldn’t otherwise apply for.”

It is also a good opportunity for employers, according to the research.

Almost half (46 per cent) of hiring managers who have hired someone based on potential say the employee exceeded the potential of another who had all the technical requirements.

So how can jobseekers show their potential without getting a degree?

SHORT COURSES

Recruitment agency Hays managing director for Australia and New Zealand Nick Deligiannis says in the technology industry, certification in a relevant field usually carries more weight than a university degree.

This includes AWS or Google certification to demonstrate cloud computing expertise or a Certified Information Security Manager certification to show cybersecurity expertise.

IBM’s Jade Moffat says the tech industry has to leave behind old attitudes about university. Picture: Supplied

IBM Australia and New Zealand corporate social responsibility leader Jade Moffat says there is an “enormous skills gap” in the tech industry and they increasingly see candidates who have completed short, industry-based training and micro-credentialing, rather than a degree.

IBM itself has partnered with education institutions to create its Pathways in Technology program, or P-TECH.

The first five trainees started in April in part-time salaried roles.

It has also made training courses available free through online platform Skill Finder, allowing people to gain micro-credentials that showcase their learning potential to employers.

“Globally, IBM and other companies are creating competitive, ‘new collar’ jobs – 16 million more by 2024 – and in order to have these roles filled requires our industry to leave behind more conservative attitude that a university degrees is a must-have,” Moffat says.

SIDE PROJECTS

Jobseekers can show their potential to employers through experience gained working on side projects, such as running a small business, freelancing, or building a product, such as an app or website.

Deligiannis says some financial services organisations have become more open to candidates with relevant work experience who are not degree qualified or studying.

Adzuna’s Tejas Deshpande recommends including volunteer experience on a resume. Picture: Supplied

INTERNING & VOLUNTEERING

Tejas Deshpande, country manager for Australia and New Zealand at job site Adzuna, says jobseekers can use unpaid experience to illustrate their potential to an employer.

“(They) should include past and present volunteering work that they are passionate about in their resume,” he says.

“It need not be related to the jobs they are applying for, but it shows a level of enthusiasm.”

GET A FOOT IN THE DOOR

SiteMinder chief people officer Dionne Woo says some roles with the hotel booking technology company do not require a degree and once a person is in the business and shows their potential, they can work their way up or branch out into something new.

She says workers often start in customer support or administration but end up a product manager or on the finance team or in human resources or marketing.

“We are very supportive of that,” she says.

“When they are known to the manager and business, you are more willing to take a risk of putting them in a position where they don’t necessarily have all the skills, but they are willing to learn.”

SiteMinder is currently hiring for roles across customer support, IT, marketing and human resources.

Accenture cyber security trainee Rohan Manuel was hired without a degree. Picture: Brenton Edwards

SKIP UNIVERSITY, START EARNING

Rohan Manuel is kickstarting his career in cyber security straight out of high school, with a traineeship through Accenture and TAFE SA.

The Adelaide resident says he chose this pathway over university as he is more of a practical and visual learner.

“I find that I respond well to this type of learning – not to mention you get paid as well,” he says.

Consulting company Accenture is broadening its recruitment approach to address significant talent shortages in the tech sector.

Although its graduate program will continue to run, non-degree early career pathways have also been introduced, including the Cyber Security Trainees program and a WithYouWithMe program that upskills veterans for careers in technology.

Accenture’s Sarah Kruger says job ads will focus more on softer skills. Picture: Supplied

Human resources lead for Australia and New Zealand Sarah Kruger says role descriptions in job advertisements are also being reviewed.

“Degree requirements will be taken off job ads from July onwards,” she says.

“This change will be critical to widening our talent pools and ensuring job descriptions encourage individuals from non-traditional backgrounds, who may have been hesitant to apply, to now apply.

“Entry-level job descriptions will focus on the minimum criteria to be eligible, which will be a degree, diploma or being a Year 12 student, and emphasise softer skills such as communication and collaboration.”

Originally published as Employers relax hiring criteria as skills gap grows