Once upon a time, the working world was neatly divided into two categories: white-collar jobs, where you needed a fancy degree and a love for spreadsheets, and blue-collar jobs, where you got your hands dirty and kept the world running. But the job market doesn’t do neat anymore—it’s messy, fast-moving, and changing by the second.
Enter: new-collar jobs.
It’s not just a buzzword—it’s a full-on movement. Coined by IBM’s CEO in 2016, new-collar jobs describe roles that don’t require a four-year degree but still need specialized, high-demand skills. Think cybersecurity analysts, cloud computing pros, and advanced manufacturing technicians—people who build, secure, and innovate, all without that “Congratulations, Class of 2025” moment.
So, what does this mean for hiring? A lot.
Degrees Are Out, Skills Are In
Let’s be honest—having a college degree is great, but it doesn’t always mean someone is the right fit for the job. More and more companies (think IBM, Tesla, and Google) are ditching degree requirements and focusing on what actually matters: skills.
And why not? The traditional four-year route isn’t the only way to learn anymore. Bootcamps, online certifications, vocational training, and good ol’ fashioned experience are turning out top-tier talent. And yet, many companies are still clinging to outdated hiring checklists like a security blanket.
Bridging the Skills Gap (Because It’s Getting Ugly)
The workforce is facing a massive skills gap. Tech is evolving at breakneck speed, and companies can’t find enough trained workers to keep up. The irony? Millions of job seekers want these positions—they just don’t check the “Bachelor’s degree required” box.
By shifting to skills-based hiring, companies can tap into a talent pool that’s been overlooked for way too long.
How HR Can Lead the Charge
If you’re in HR (or just someone who cares about hiring smarter), here’s how you can embrace the new-collar movement:
- Ditch the Degree Bias – Challenge hiring managers to focus on practical skills instead of formal education. If someone can do the job, does it really matter how they learned?
- Invest in Training – Internal training programs and partnerships with trade schools or bootcamps can help fill the skills gap from within. Grow your own talent instead of waiting for the “perfect” candidate.
- Rethink Job Descriptions – Words like “Bachelor’s degree required” automatically shrink your candidate pool. Replace that with “Experience with X, Y, and Z preferred” and see what happens.
- Expand Your Talent Pipeline – Work with alternative education providers, like coding bootcamps or apprenticeship programs, to get skilled candidates in the door.
Final Thought: The Workforce is Changing—Are You?
The way we hire is due for an upgrade. Sticking to rigid degree requirements in a world full of skilled, motivated, and self-taught professionals? That’s like refusing to stream music because you still have a perfectly good CD collection.
Smart companies are hiring based on ability, not academic history. The question is—are you?
At Who’s Your HR?, we help companies rethink outdated hiring practices and build a workforce based on real skills—not just resumes. If you’re ready to future-proof your talent strategy, let’s talk!
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