Beyond the Diploma: Why Degree Requirements Are Outdated

We’re in a hiring era defined by contradiction.

On the one hand, companies say they’re committed to equity and skills-based hiring. On the other, millions of workers are still getting screened out, not because they lack ability but because they don’t have a degree.

At this year’s Cannes Lions Festival of Creativity, LinkedIn chief economist Karin Kimbrough sat down with Michelle Hillman, chief campaign development officer at the Ad Council, in the LinkedIn Studio to talk about the systemic barriers that keep STARs (workers Skilled Through Alternative Routes) out of jobs they’re fully qualified to do. Their conversation was personal, focused, and rooted in a shared belief that changing the future of work starts with changing the way we define talent.

And it started with a simple question: What does it mean to tear the paper ceiling?

“It’s about removing invisible barriers that people don’t even realize are there,” says Michelle. These barriers are often embedded in job requirements that default to a four-year degree even when the role doesn’t actually demand one.

“We talk about opening up opportunities,” Karen explains, “but the structures aren’t always built to support that. When you require a college degree as your filter, you miss out on a huge population of talented people.”

The real-world cost of credential bias

More than 70 million workers in the U.S. don't have a bachelor's degree, but have gained valuable skills through alternative routes like military service, community college, apprenticeships, or on-the-job training. Yet a 2024 report from the Burning Glass Institute found that removing degree requirements resulted in just a 0.14 percent increase — roughly 1 in 700 — in hiring of candidates without degrees.

As Michelle points out in the conversation, changing a policy isn’t enough. “You have to change mindsets,” she says.

Karin adds that relying on degrees as a proxy for ability doesn’t make sense in today’s labor market. “A degree has been used as a shortcut for quality,” she says. “But it’s not always the best measure of someone’s capability, especially now that skills are evolving so quickly.”

What hiring leaders can do differently

Both leaders emphasized that shifting to skills-based hiring is not just about expanding access. It’s also about gaining a competitive edge. Companies that broaden their view of talent can tap into new perspectives, unlock innovation, and build teams that reflect the real world.

“This is about equity,” Michelle says, “but it’s also about business. Diverse experiences lead to better ideas, better products, better outcomes.”

So how can leaders begin to make the shift?

1. Start by auditing job descriptions and removing degree requirements that aren’t necessary. 
2. Go beyond traditional resumes and think critically about how to assess real-world experience. 
3. Equip hiring managers with the tools and training they need to evaluate candidates more fairly.

“We’ve got to equip people with the language and frameworks to support these decisions,” Karin says. “Because if we don’t, we’ll default back to the familiar even when it doesn’t serve us.”

Changing the narrative starts with visibility

The Ad Council’s Tear the Paper Ceiling campaign, created in partnership with Opportunity@Work, aims to do just that — make invisible barriers visible and give STARs a platform to be seen for their skills, not just their credentials.

“We wanted to spark awareness,” Michelle says. “But we also wanted to show what’s possible when you give people a shot.”

For hiring leaders the message is clear. Tearing the paper ceiling isn’t just about dropping degree requirements. It’s about rethinking what makes someone qualified and being open to talent that doesn’t follow the traditional path.

Watch the full conversation between Karin Kimbrough and Michelle Hillman to hear how two leaders are challenging outdated systems and helping reshape the future of hiring.