An essay on employer-placed pressure can explore the challenges and consequences of excessively focusing on certain aspects of work or employee performance. For example, overemphasizing specific metrics or tasks can decrease creativity and innovation. Employees may become too focused on meeting expectations to take risks or explore new ideas. That is why they often choose to stay on the safe side. On top of that, employees may struggle to maintain a healthy work-life balance, which often leads to personal and family problems. If you are looking for more ideas on what to write about in your essay, you can use our writing prompts generator to get multiple great suggestions. As soon as you decide on the topic, our title generator for essay will help you craft the perfect title with ease. You can also read our article on how to write a book title to learn about effective strategies that will help you choose the best wording. Before you visit the pages with our free writing tools, make sure to read this sample to get the necessary inspiration.
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Employers’ Overemphasis on Degrees Is Justified
Introduction
The concept of “the higher you go, the cooler it becomes” applies to access to job opportunities in current times. Despite the high number of established firms and organizations, which are expected to translate into more employment opportunities for individuals, employers have become more discreet with their recruitment strategies. Companies cannot be blamed for such actions, considering the dynamic nature of today’s societies, which demand maximum productivity to remain relevant in the job market. Consequently, even though employers’ overemphasis on degrees limits the possibility of acquiring productive individuals, such an approach is excusable because of the continually changing skills sets and the fact that graduates possess additional soft skills.
The Increasing Demand for College Degrees in the Evolving Job Market
Employer’s insistence on candidates having college degrees is linked to the increasing need for more advanced qualifications in the job market. According to Lowden et al., jobs that would otherwise be offered to individuals with diplomas are now being given to degree students (2). This turn of events is associated with the constant evolution of skill sets in the job market rooted in technological changes that demand mastery of more than one skill. In addition, current hiring landscapes force firms to require degrees from every applicant in order to remain relevant. With a degree, it is easy to maneuver through the changes because of the vast knowledge and exposure that the students contain, which enable them to make quick adjustments to possible changes. For that reason, bosses are justified in focusing more on a degree as a critical requirement for prospective employees.
The Value of Soft Skills Acquired Through Higher Education
Too many employers want job candidates to have a degree because it enables graduates to acquire soft skills. Colleges expose students to different people with various cultural backgrounds, which informs their worldviews. While in school, university students learn how to interact and understand others’ worldviews. As a result, degree holders have better communication skills and are more expressive of their views (Sigelman). In addition, upon interlinking with different groups, they become more creative and innovative. Since any social intelligence skills are a contributing factor to success, graduates are more capable of handling variations at work. Indeed, university students have a better chance of propelling a firm’s growth due to their advanced soft skills.
The Limitations of Relying Solely on Degrees for Hiring Decisions
On the other hand, employers’ overemphasis on degrees undermines the capacities of better-performing individuals in the job market. Managers often use the possession of a degree as a sieve because of the high number of job seekers. However, using such a narrow approach may be limiting. In fact, Larson et al. mention that there is no correlation between having a degree and earning good grades with better performance (746). With that in mind, it is possible that employers restrict their chances of acquiring the best candidates for a particular vacancy. Even more, the present times offers better studying methodologies outside of traditional academia, such as free online courses and personality tests, which are better measures of individual grit and overall performance.
Conclusion
In conclusion, employers should be careful with employment requirements to attain suitable candidates for job openings. For years, the approach has proven useful and, even now, the need to use a degree to select an appropriate candidate is still fundamental because of the dynamic job market thanks to the fast-changing technological stances. As a result, employers require swift thinkers with proper soft skills who can adapt to the dynamic times and enable smooth transitions to new working environments. However, with training and nurturing, other individuals without university degrees can learn to maneuver through such market changes, a potential that bosses highly underpin.
Works Cited
Larson, Richard C., et al. “Too Many PhD Graduates or Too Few Academic Job Openings: The Basic Reproductive Number R0 in Academia.” Systems Research and Behavioral Science, vol. 31, no. 6, 2013, pp. 745-750.
Lowden, Kevin, et al. Employers’ Perceptions of the Employability Skills of New Graduates. Edge Foundation, 2011.Sigelman, Matt. “Do Employers Value the Bachelor’s Degree Too Much?” New England Board of Higher Education, 16 Sept. 2014, www.nebhe.org/thejournal/do-employers-value-the-bachelors-degree-too-much. Accessed 16 Jan. 2018.
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