Why I have passed over master's degree holders to hire more experienced candidates

Over the years, I have interviewed a wide range of applicants, from fresh graduates holding master's degrees to individuals with many years of work experience but no formal diplomas. Through this process, I have learned that academic qualifications alone are rarely the decisive factor.

I have hired candidates without advanced degrees when they demonstrated practical skills, familiarity with the job, industry connections, and the ability to respond quickly to real workplace demands. These individuals are often able to step into a role almost immediately. They understand workflows, know their customers, and can handle situations without requiring constant guidance. They tend to learn efficiently from mistakes rather than needing step-by-step supervision.

A woman listening to two people talking over her laptop. Illustration photo by Pexels

Equally important, experienced candidates usually have realistic expectations about compensation. Many are willing to start with an average salary and prove their value through performance rather than credentials alone.

This does not mean formal education is unimportant. A solid educational foundation remains necessary, particularly for roles that require technical or specialized knowledge. However, hiring fresh graduates typically involves significant mentoring and carries higher risks. As a result, employers are often reluctant to pay high salaries for candidates who lack practical experience, regardless of their academic background.

In contrast, young workers who are willing to start at a modest salary and learn on the job often develop quickly. Within a few years, many become key personnel after gaining hands-on experience, building trust, and understanding the business from the ground up.

Once academic knowledge is reinforced by real-world performance and measurable results, asking for higher pay or seeking better opportunities is entirely reasonable. At that point, the value is no longer theoretical, it has been demonstrated.

For young people entering the job market, patience matters. Early careers are about accumulating experience and earning trust. Compensation tends to follow competence. When you deliver results consistently, you gain both leverage and choice.