It’s time for employers to stop caring so much about college degrees 是时候让雇主不再那么关心大学学位了 The demand for workers in the US is outpacing the supply, and finding the best talent is going to be increasingly difficult as the world navigates a period of heightened economic uncertainty. 美国劳动力市场供不应求，随着世界经济不确定性加剧，寻找优秀人才将变得越来越困难。 Despite the need for revamping our existing talent strategies to keep pace, employers have been slow to move on what we see as the most sustainable way to hire and grow more effective, engaged workforces: hiring for skills, instead of just relying on pedigree. 我们需要修改现有的人才战略才能跟上发展步伐，在招聘人才时重视职业技能而非门第血统，是最可持续的招聘方式，能够培养更有效率、更敬业的员工，但雇主在这落实一点还未取得实质性进展。 The old set of indicators – the right degree from the right school, the right network to endorse you and the right past employers on your resume – are weak predictors of what actually matters: a candidate’s ability to do the job. 学校好、专业好、人脉好、过往就业经历好等老一套招聘指标都无法很好地预测招聘人才最重要的一点，即候选人的工作能力。
It’s true that colleges and universities remain an important source of talent, but when a college degree becomes a box-checking, bureaucratic exercise, it unnecessarily places a barrier between skilled workers seeking better jobs and employers in need of their talents. 诚然，学院和大学仍然是人才的重要来源，但当大学学位成为一种循规蹈矩、形式主义的做法时，它在寻求更好工作的技术工人和用人需求方之间设置了障碍。 Further, while providing references and getting a gauge for “who you know” is a fairly standard practice, it can inadvertently put some candidates at a disadvantage. LinkedIn research shows, for instance, that workers who go to top universities tend to have stronger networks, giving them yet another leg up in the job search. 此外，虽然提供参考资料和考察“熟人”是一种相当标准的做法，但它可能会无意中使一些候选人处于不利地位。例如，领英的研究表明，名校出身的员工往往拥有更广的人脉，这让他们在求职中又多了一个优势。
We’ve started to see signs of a shift on LinkedIn, with job postings that don’t have degree requirements up from 15% in January 2020 to 20% so far this year. And HR teams are increasingly looking beyond who you know or what school you attended to find great talent, with 40% of hirers on LinkedIn explicitly using skills data to fill their roles. Employers are more open to new ways of finding and evaluating job candidates, and those that move swiftly in this direction will build more resilient teams. 领英上已经有了转变的迹象，没有学位要求的招聘从2020年1月的15%上升到今年目前的20%。人力资源团队开始越来越多地超越你认识的人或你就读的学校，寻找优秀的人才，领英上40%的招聘人员明确使用技能数据来填补他们的职位。雇主对寻找和评估求职者的新方法持更开放的态度，而那些朝着这个方向迅速行动的雇主将建立更具韧性的团队。 LinkedIn data suggests that certain industries – like professional services, finance and tech – are some of the hardest sectors for workers without bachelor’s degrees to break into. But bringing more candidates into the fold who don’t have these traditional backgrounds can increase the pool of eligible applicants – a huge competitive edge in today’s tight labor market. It can also spur greater diversity, since 61% of Black workers, 55% of Hispanic workers, 66% of rural workers and 61% of veteran workers have in-demand skills but not bachelor’s degrees. 领英的数据表明，专业服务、金融和科技等专业领域是没有学士学位的工人最难进入的行业。但让更多没有这些传统背景的候选人加入，可以增加符合条件的申请者——在当今紧张的劳动力市场中，这是一个巨大的竞争优势。此外，这样做还可以促进多样性，因为61%的黑人工人、55%的西班牙裔工人、66%的农村工人和61%的退伍军人拥有专业技能，但没有学士学位。 A degree is an achievement, but with careers stretching to half a century, a one-time intensive period of study is not enough. The reality is that with the current pace of technological change, everyone needs to continuously expand their skills, especially as industries keep changing. The same jobs today will require new skills five years from now, and organizations that understand this are thinking more critically about how to set up new hires from day one for continuous on-the-job learning. 学位是一种成就，但一个人的职业生涯长达50年，仅仅一段时间的密集学习是远远不够的。现实是，随着当前技术变革的步伐，每个人都需要不断扩展自己的技能，尤其是在行业不断变化的情况下。五年后，同样的工作也需要新技能，了解这一点的组织正在更批判性地思考如何从第一天开始培养新员工，以进行持续的在职学习。 词汇小结：
