In today's job market, employers face a challenging contradiction: a shortage of qualified candidates and the exclusion of skilled individuals who lack formal degrees. This disconnect has created challenges for both hiring goals and broader workforce equity. Employers widely acknowledge that skill and potential are not solely found in college graduates, yet hiring practices often fail to look beyond them. In fact, 69% of employers believe that individuals without a four-year degree are just as likely, if not more so, to thrive in middle-skill roles. Still, three in five routinely overlook these candidates through rigid degree requirements. 

The impact of this narrow view extends beyond missed hiring opportunities. According to research highlighted in Forbes by Grads of Life, companies that embrace skills-first talent practices actually realize stronger returns on investment, particularly in retention, innovation, and workforce productivity. Moreover, as Year Up United's data shows, employers who broaden their talent lens to include non-degree holders often gain a more representative, resilient, and results-driven workforce. 

A Skills-First Approach is Not Anti-College

To be clear: advocating for a skills-first hiring model does not mean opposing higher education. Postsecondary degrees are still valuable for many professions and individuals. However, when a diploma becomes the default filter for employability, it inadvertently sidelines a vast pool of skilled and motivated workers who have taken different routes to workforce readiness. It’s not a matter of lowering standards. It’s a matter of refining them. 

Organizations like Year Up United have been working for over two decades to connect employers with untapped talent through programs like Career Pathways. These offerings do more than deliver technical proficiency. They develop young adults holistically—with social readiness, adaptability, and critical thinking—ensuring that candidates can step into roles and contribute meaningfully from day one. And with our proven model, it’s no wonder Year Up United has produced the largest documented wage gains of any workforce development organization in U.S. history. 

Recognizing Belonging in Skills-First Hiring 

When hiring practices rely on degrees rather than demonstrated capability, organizations inadvertently narrow their fields of vision and miss out on individuals who are ready to perform, engage, and stay. Data shows that non-degree hires in jobs with dropped degree requirements enjoy retention rates 10% higher than their degree-holding peers, proof that capability-centered recruitment supports longevity. LinkedIn further finds that companies leading with skills-based hiring are 12% more likely to make a “quality hire,” meaning someone who’s in high demand, stays at least a year, and progresses internally.  

Furthermore, the power of belonging is unmistakable. High belonging correlates with a 56% increase in job performance, a 50% decrease in turnover risk, and a 75% drop in sick days, demonstrating that when people feel valued for what they do rather than where they studied, both engagement and business outcomes improve. 

How Internships Fit Into the Solution

For companies seeking a lower-risk, high-reward model to begin a skills-first approach, internships are a great place to begin. Year Up United’s internship programs offer curated, skills-trained candidates who are prepared to make an immediate impact. These internships act as a proving ground—not only for talent evaluation, but also for building internal trust around skills-first hiring. Giving managers the opportunity to observe first-hand how quickly and effectively interns adapt and contribute opens doors for everyone. 

Hiring interns through Year Up United does more than fill short-term gaps. It provides companies with a direct pipeline to capable, untapped talent. And it helps reshape internal narratives about what potential looks like. 

From Opportunity Talent to Organizational Asset 

The term "opportunity talent" is often used to describe individuals who have historically been excluded from traditional hiring pathways. But this language should not obscure the fact that these individuals—many of them young adults between the ages of 18 and 29—bring real business value. They represent skilled, driven professionals ready to contribute and grow within any organization. 

Companies that partner with Year Up United benefit from programs backed by data, experience, and proven impact. From Grads of Life’s advisory services to YUPRO Placement’s staffing solutions, the entire ecosystem is designed to align untapped talent with real business needs. 

If your hiring strategy is still using degrees as a proxy for ability, it may be time to reconsider. Talent without a college degree represents a strong source of capability and performance potential that can drive meaningful results. 

Implementing a Skills-First Strategy: Where to Begin 

For companies accustomed to traditional hiring filters, the shift toward skills-first evaluation may seem complex. But the transition doesn’t need to be abrupt or burdensome. Begin by reviewing job descriptions and identifying where degree requirements may be functioning as stand-ins for actual skills. From there, prioritize roles where on-the-job training or credentialing partnerships can close any remaining gaps. 

Consider piloting a cohort-based hiring initiative through partnership with a workforce development organization like Year Up United. This model allows hiring teams to observe outcomes in real time and fine-tune hiring practices based on lived performance, not assumptions. It also sends a clear internal signal that your organization is serious about evolving its approach to find, retain, and promote qualified talent. 

Hire With Foresight 

Today’s hiring landscape demands more than credential-checking. It calls for curiosity, discipline, and a sharper focus on performance potential. By expanding your view on what qualified talent looks like, organizations can meet immediate hiring needs, support broader workforce goals, and position themselves competitively for the future. 

In short: your next star performer may not have a bachelor’s degree, but they may have everything else that matters. Take the next step with us and connect with Year Up United to explore how skills-first hiring can help you meet today’s workforce challenges with qualified, prepared, and proven talent.