It’s undoubtedly true that many factors underpin success or failure in the labor market, and indeed a recent study explored the role intelligence played (a lot). It might seem logical to conclude from this that academic credentials also play a major role in our professional success, but a recent study from Cardiff University suggests that isn’t actually the case.
Instead, the study suggests that so called ‘job readiness’ is a bigger factor. The finding emerged from analyzing over 21 million job adverts placed in the UK. Far from academic credentials proving important, the analysis found that they were required in just 18% of job adverts. Instead, adverts favored social qualifications, specific skills and various cognitive abilities, such as time management, which the researchers believe signify the candidate’s job readiness.
Skills in demand
Across a wide range of occupations, recruiters were looking for the kind of social and technical skills that would enable candidates to perform at a high level right away, rather than having the ability to learn new things and be trainable.
The researchers believe that their findings suggest that employers are looking at ways to reduce their training costs and generally shorten the time it takes for a new hire to be productive. It also underlines the importance of candidates having skills that can make an immediate impact in the workplace.
Despite this apparent removal of academic criteria for success in the job market, the authors don’t believe this will result in less class distinctions and inequalities in the fight for each job. They strongly believe that those with access to greater financial, cultural and social resources will still have a significant advantage when it comes to the kind of skills and personality traits that whilst not part of formal education are highly demanded in the workplace.
“Our findings call for a fresh discussion on the meaning of ‘merit’ and ‘fairness’ in the relationship between education and the labour market, especially at a time when government reforms in the UK are premised on the assumption that increasing intergenerational social mobility can be achieved by widening access to higher education,” the team say.
“If the exchange value of credentials in the labour market is more limited than assumed, the idea of a level playing field will need to be cast far beyond the school gates or university lecture theatre. The failure to consider the importance of other skills, competences and experiences beyond formal qualifications in recruitment processes is destined to disappoint in efforts to reduce educational, labour market and wage inequalities.”
