Job descriptions are a cornerstone of the hiring process, serving as the first point of contact between a potential candidate and an organisation. They play a crucial role in attracting the right talent, setting clear expectations, and ensuring a good fit for the company and the employees. However, there has been a noticeable trend towards listing extensive qualifications in job descriptions in recent years. While this approach may seem like a way to filter for the most capable candidates, it can also lead to unintended consequences.

Overemphasising formal qualifications can narrow the talent pool, potentially exclude highly capable individuals who need certain credentials, and create barriers for otherwise suitable candidates. Our blog will explore the effects of requiring too many qualifications, shedding light on how it impacts both employers and job seekers. For those looking to refine their job descriptions, our blog on What To Include In A Job Description provides valuable insights, and our comprehensive library of job description templates offers guidance on the relevant qualifications and technical skills for every job title.

Highlights And Key Takeaways:

1. Employers often set specific education requirements in job descriptions to ensure that job candidates have the necessary foundation to perform the role effectively.
2. Including qualifications in a job ad is crucial for setting expectations, however, overemphasising them can have several drawbacks, including narrowing the talent pool, increasing hiring times and costs, risk of discrimination, and high staff turnover rates from hiring overqualified employees.
3. Transferable skills are an alternative to requesting a fixed education level and attract candidates who can adapt to different work environments with an ability to apply knowledge in practical, real-world situations.

Quick Links:

• Understanding Qualifications In The UK
• Pros Of Requiring Multiple Qualifications
• Cons Of Overemphasising Qualifications
• Transferable Skills vs. Formal Qualifications
• Alternatives To Requiring Extensive Qualifications
• Legal And Compliance Considerations
• Roles Where Formal Qualifications Are Not Always Necessary
• The Potential For Discrimination
• Resources For Creating Balanced Job Descriptions
• Employer And Hiring Manager FAQs

Understanding Qualifications In The UK

The UK qualifications framework is designed to standardise and organise the various education levels, making it easier for employers and candidates to understand the significance of different qualifications. The framework includes a range of qualifications, from GCSEs (General Certificate of Secondary Education), typically obtained at the age of 16, to A-Levels (Advanced Level), often pursued in college as a precursor to Higher Education. Beyond this, NVQs (National Vocational Qualifications) focus on practical skills and college degrees, which signify a more advanced academic or professional study level. Each qualification level has its own relevance depending on the industry; for example, a college degree may be essential for roles in engineering or law, while NVQs might be more pertinent for vocational sectors like construction or healthcare.

“Employers and job seekers need to recognise that while formal qualifications are significant, they are just one part of the overall picture.”

Employers often set specific education requirements in job descriptions to ensure that candidates have the necessary foundation to perform the role effectively. However, how these qualifications are perceived can vary greatly. For some employers, a college degree is a baseline for certain roles, while others may place greater emphasis on practical experience or vocational training. From the candidate’s perspective, meeting these education requirements is often seen as a key stepping stone in their career progression. However, employers and job seekers need to recognise that while formal qualifications are significant, they are just one part of the overall picture. We explore whether you should request a college degree further in our blog, Should I Ask For A Degree When Advertising A Job? To understand what student grades mean across GCSEs, A-Levels, and Degrees, read our guide: 2024 Student Grades Explained For Your Job Descriptions And Adverts.

Pros Of Requiring Multiple Qualifications

Requiring multiple qualifications in an effective job description can bring several advantages, particularly for positions that demand a high level of expertise. By setting clear job requirements, employers can ensure that candidates possess the necessary knowledge and key skills needed to excel in complex roles. This approach not only guarantees that applicants are well-prepared for the demands of the position but also helps in filtering out underqualified candidates early in the recruitment process.

Consequently, this saves time and resources, allowing hiring managers to focus on a more refined pool of applicants who are more likely to meet the job’s expectations. Moreover, by securing candidates with the right qualifications from the outset, companies can improve the quality of their hires, potentially leading to better performance, reduced training costs, and a smoother onboarding process. For further insights on how to craft an effective job description and what qualifications to include, our blogs What Are Job Requirements? and What Qualifications Should I Include In A Job Description? provide valuable guidance.

Cons Of Overemphasising Qualifications

While including qualifications in job ads is crucial for setting expectations, overemphasising them can have several drawbacks. When hiring teams focus too much on formal education levels in job requirements, they may inadvertently hinder the talent acquisition process.

Here are four key cons to consider:

1. Narrowing the talent pool: Job descriptions may emphasise formal qualifications, excluding candidates with significant relevant experience but lacking specific academic credentials. This can prevent potentially excellent candidates from even applying, limiting the diversity and richness of the talent pool.
2. Increasing time and costs: A smaller pool of applicants due to stringent qualification criteria can lead to longer recruitment times and higher costs. The hiring teams may find it more challenging to fill roles promptly, causing delays that could impact business operations.
3. Risk of discrimination: Overemphasising qualifications in job ads can lead to unintentional discrimination, particularly against those from non-traditional educational backgrounds or disadvantaged groups who may not have had access to certain levels of education. This approach can undermine efforts to create a diverse and inclusive workplace.
4. Over-qualification issues: Candidates with high education levels and extensive qualifications might be overqualified for the position. This can lead to dissatisfaction, higher turnover rates, and mismatched expectations, as these employees may feel underutilised or frustrated by the lack of challenge in their role.

For more insights on building a diverse and robust talent pool, refer to our chapter on Creating A Talent Pool, which is part of our free SME Business Guide to Cost-Effective Recruitment.

Download our SME Business Guide to Cost-Effective Recruitment

Transferable Skills vs. Formal Qualifications

In today’s dynamic job market, transferable skills have become increasingly important, often holding as much value as formal qualifications. These skills, such as communication, problem-solving, leadership, and time management, can be applied across various job roles and industries, making them essential for the modern workplace. They enable individuals to adapt effectively to different work environments and tasks, demonstrating the ability to apply knowledge in practical, real-world situations.

Often, candidates with more years of experience in a relevant field, who have honed strong soft skills, can be the ideal fit for a role, even if they lack the exact formal qualifications. For example, a candidate with extensive project management experience might be better suited for a leadership role than someone with a fresh management degree but little practical experience. The key is to recognise the required skills for the job and understand that these can be demonstrated in various ways, not just through academic credentials.

For those seeking to deepen their understanding of transferable skills and their relevance, we recommend exploring these four resources:

1. What Skills Are Needed For Different Jobs?: This blog explores the essential skills required across various industries and job roles.
2. How To Recruit People With Transferable Skills: Guides on identifying and valuing transferable skills during the hiring process.
3. What Work Experience To Ask For In A Job Description: Discusses how to specify the type of work experience that can signal the right ability and skills for the role.
4. How To Evaluate A Candidate’s Work Experience: Offers tips on assessing whether a candidate’s experience aligns with the job’s required skills and responsibilities.

By considering both formal qualifications and transferable skills, employers can better identify well-rounded candidates who can thrive in their roles.

Alternatives To Requiring Extensive Qualifications

When writing job descriptions, it’s important to consider alternatives to requiring extensive qualifications, especially in roles where specific skills and experience can be just as valuable as formal education. One effective approach is to include “or equivalent experience” in your job postings. This allows candidates who may not have formal qualifications but possess more years of experience in relevant fields to apply, broadening your talent pool and increasing the chances of finding the right fit.

Another strategy is to focus on competency-based hiring. Instead of solely evaluating candidates based on their educational background, competency-based hiring assesses their ability to perform the tasks required by the role. Skills assessments can be an integral part of this process, clearly showing whether candidates have the specific skills needed to succeed.

Additionally, emphasising continuous professional development (CPD) and offering in-house training opportunities can be an excellent way to attract candidates eager to grow within your organisation. By providing development opportunities, you bridge any skills gaps and invest in your employees’ long-term potential, leading to higher job satisfaction and retention.

By adopting these strategies, businesses can write job descriptions that are more inclusive and flexible, ultimately leading to a more diverse and skilled workforce. For more on the benefits of developing an inclusive hiring strategy, read What Is The Impact Of Using Inclusive Language In Job Descriptions?

Legal And Compliance Considerations

When it comes to certain roles in the UK, specific qualifications are not just desirable but legally required to ensure that the right person is hired for the job. A poorly crafted job description that does not clearly outline these requirements can lead to significant compliance risks and legal consequences. 

Here are some examples of roles where specific qualifications are mandatory:

• Financial Accountant: To legally practice, a Financial Accountant must be a qualified member of a recognised accounting body, such as ACCA or CIMA, to ensure they can manage financial reporting and audits in compliance with UK laws. Seeking to hire a Financial Accountant? Download a Financial Accountant Job Description example.
• Dentist: Dentists must hold a degree in dentistry (BDS or BChD) and be registered with the General Dental Council (GDC) to legally practice in the UK. They must also ensure they have the necessary skills to carry out complex dental procedures. Looking to recruit a Dentist? Download a Dentist Job Description example.
• Solicitor: A Solicitor must have completed a qualifying law degree and the Legal Practice Course (LPC), followed by a training contract, and be registered with the Solicitors Regulation Authority (SRA) to represent clients in legal matters. Seeking to recruit a Solicitor? Download a Solicitor Job Description example.
• Civil Engineer: Civil Engineers require a degree in civil engineering (MEng or BEng) and Chartered status with the Institution of Civil Engineers (ICE) to oversee public and private infrastructure projects. Looking to hire a Civil Engineer? Download a Civil Engineer Job Description example.

Failing to hire qualified personnel for these regulated roles can expose organisations to significant compliance risks. For instance, unqualified financial accountants may produce inaccurate financial statements, leading to legal penalties or reputational damage. In the case of solicitors or civil engineers, hiring unqualified individuals could result in severe legal consequences, including fines, legal actions, or the revocation of licenses.

Moreover, organisations that fail to meet these legal requirements may face scrutiny from regulatory bodies, which could result in costly fines or sanctions. Ensuring that job descriptions are properly crafted to reflect these mandatory qualifications is essential for maintaining compliance and avoiding these serious repercussions.

Roles Where Formal Qualifications Are Not Always Necessary

In many industries, there are roles where formal qualifications are only sometimes necessary, and placing too many requirements in entry-level job postings could deter otherwise suitable applicants. For instance, job titles such as sales positions, creative roles like graphic design and many entry-level IT positions often prioritise practical skills and hands-on experience over formal education. In these fields, employers find candidates who demonstrate the required skills through portfolio work or on-the-job experience to be just as valuable as those with formal qualifications.

“In the technology, marketing, sales, and arts industries, practical skills often carry more weight than a specific degree.”

In the technology, marketing, and arts industries, practical skills often carry more weight than a specific degree. For instance, a graphic designer’s portfolio is often the deciding factor in securing a job, regardless of their educational background. Similarly, in sales, the ability to connect with clients and close deals can be more important than formal qualifications. This emphasis on practical skills makes these fields more accessible through entry-level jobs that focus on demonstrated ability rather than academic credentials.

By not overloading entry-level job postings with formal requirements, companies can widen their talent pool, making it easier to find candidates who may have developed essential skills through non-traditional routes. This approach allows businesses to tap into a broader range of talent and ensures that they don’t miss out on potentially great hires due to overemphasising formal education.

The Potential For Discrimination

Requiring too many qualifications in job applications can unintentionally lead to indirect discrimination, significantly narrowing the candidate pool and excluding individuals who may be fully capable but lack formal educational credentials. This issue often arises when job descriptions are overly prescriptive, which can inadvertently favour certain demographics over others, thereby reducing diversity within the workplace.

The Equality Act 2010 protects individuals from discrimination based on protected characteristics such as age, race, gender, and disability. Employers must ensure that their job descriptions accurately reflect the essential requirements of the role without creating unnecessary barriers that could exclude qualified candidates from underrepresented groups. For instance, specifying qualifications that are not truly essential for the job can disproportionately disadvantage older candidates, who may have the required skills but acquired them through experience rather than formal education.

To avoid such issues, it’s crucial to structure job descriptions in an inclusive way and appeal to a diverse range of applicants. This can be achieved by focusing on the specific skills and experience necessary for the role, aligning the job requirements with the actual needs of the position. Instead of listing an extensive array of qualifications that may not be directly relevant, consider including phrases like “or equivalent experience”. This approach can help to broaden the candidate pool and attract a more diverse range of applicants, fostering a more inclusive hiring process that adheres to the principles of the Equality Act 2010. For guidance on writing effective job descriptions that are inclusive, read our article How Do You Write An Inclusive Job Description?

Resources For Creating Balanced Job Descriptions

Crafting job postings that balance necessary qualifications and inclusivity are essential to attracting the best talent. As we’ve discussed, overemphasising formal qualifications can limit your candidate pool and unintentionally lead to indirect discrimination. Employers should rethink their approach to qualifications in job descriptions to ensure they are attracting the right candidates from a wider and more diverse pool of talent.

We encourage hiring managers and business owners to review their job descriptions and consider how they might be refined. To assist in this process, we recommend exploring our comprehensive library of job description templates and our blank job description template and blank job advert template. Additionally, our Job Description A – Z Guide: UK Job Description Writing Guide and How To Write The Perfect Job Description offer valuable insights into crafting effective job postings.

Free Job Advert Review

For those seeking further guidance, contacting a recruitment consultant or HR expert can provide personalised advice tailored to your organisation’s needs. We offer a free job advert review to help optimise your job descriptions to attract the best candidates. For more information, you can reach us at 0330 100 2230 or via email at info@hiringpeople.co.uk.

Employer And Hiring Manager FAQs

From Hiring Managers to business owners, we tackle your job description questions here: