Apprenticeships: Why Firms Are Rethinking Traditional Hiring Requirements

In the wake of the pandemic, the working world has been in a constant state of transformation. The rise of a carpe diem mentality and the evolving needs of the workforce have necessitated a shift in how organizations attract, embed, and retain top talent.

As we move into 2025, this shift may involve rethinking traditional hiring requirements.

In particular, the four-year degree, once a staple of job qualifications, is being reconsidered. Major corporations like IBM, Accenture, Bank of America, and Google have set a precedent by eliminating the bachelor’s degree requirement for many roles. And recent data suggests that nearly half of US organizations intend to eliminate the need for a bachelor’s degree – a trend is not just exclusive to the US with LinkedIn data showing a 90% increase in the share of UK job postings that did not require a university degree.

Given the current talent shortage, it’s no surprise that companies are beginning to value unconventional pathways into the workforce. After all, fewer than 40% of Americans actually hold a bachelor’s degree, which means that 70 million workers who do not have a university qualification were potentially being overlooked by employers.

But if degree inflation is finally starting to fall, what should employers be doing to ensure they are attracting the best talent?

The solution lies in two key areas: defining the characteristics of a desirable candidate and offering robust training pathways. Hiring managers and HR professionals should shift their focus from traditional qualifications to evaluating candidates based on their attitude, acquired skills, and potential to enhance the company culture. Many eager and capable individuals have not pursued a four-year degree but possess the drive to learn and grow. By moving away from rigid degree requirements, companies can tap into a larger and more diverse talent pool.

The success of new hires hinges on the training programs that employers provide. One offering that is growing in popularity in the US is apprenticeships, which have seen a 64% rise over the last decade. Apprenticeships have proven to be a great tool for getting fresh talent into roles; for example, in Switzerland 70% of teenagers participate in apprenticeships after finishing high school due to their effectiveness for businesses and their biproduct of creating social mobility opportunities. Apprenticeships can attract talent and boost retention rates by fostering loyalty from the outset.

Similarly, employers can develop in-house training programs tailored to their specific needs, enroll new hires in Bootcamps, and offer external certifications. These initiatives are particularly popular in the tech industry, where continuous learning is essential.

By moving away from degree requirements and creating comprehensive apprenticeship and training programs, companies can also advance their Environmental, Social, and Governance (ESG) strategies. These initiatives contribute to social mobility and demonstrate a commitment to broader social goals.

If you would like to explore how OrgShakers can assist you in expanding your hiring process and accessing a wider pool of untapped talent, please get in touch with us today!