Transforming Higher Education Jobs in Massachusetts: A Focus on Skills-Based Hiring

Introduction

Massachusetts is undergoing a significant shift in its hiring practices, especially within higher education and state government. Recognizing the evolving needs of the workforce and the rising costs of traditional education, the state is increasingly emphasizing skills, knowledge, and abilities over strict degree requirements. This article explores the reasons behind this change, the implications for job seekers and employers, and the specific initiatives being implemented to support this new approach.

The Skills-Based Hiring Initiative in Massachusetts

Governor Healey has announced an executive order instituting skills-based hiring practices for the state’s workforce. Through this Executive Order, for the vast majority of job postings, the administration will focus primarily on applicants’ skills, knowledge, and abilities rather than educational credentials. It directs all executive departments and agencies to utilize skills-based employment practices to attract, recruit, hire, retain, and develop workers. Job postings will only be allowed to include degree conditions when absolutely necessary to the performance of the job. This initiative aims to broaden the applicant pool and create a more inclusive and skilled workforce.

Breaking Down Barriers

The primary goal of this shift is to remove unnecessary barriers that prevent qualified individuals from accessing job opportunities. As Governor Healey stated, "Too many job applicants are being held back by unnecessary degree requirements." By focusing on skills and experiences, the state hopes to tap into a wider range of talent and ensure that individuals are evaluated based on their ability to perform the job, rather than simply their educational background.

Training and Tools for Hiring Managers

To ensure the successful implementation of skills-based hiring, the executive order mandates skills-based hiring training courses for all agency managers and support teams. This training will equip hiring managers with the tools and knowledge necessary to:

Identify and reduce bias in the hiring process.
Write effective job descriptions that emphasize skills and abilities.
Create comprehensive recruitment plans that target a diverse pool of candidates.
Ensure job postings and interview questions promote a candidate’s set of skills, knowledge, and abilities.

The Human Resources Division (HRD) will play a crucial role in developing these tools and providing guidance to departments and agencies.

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The Broader Trend: Skills-Based Hiring in the US

Massachusetts is not alone in this move towards skills-based hiring. American companies like Walmart, IBM, Accenture, Bank of America, and Google have all announced plans to reduce the number of jobs requiring a college degree. Walmart, for example, has eliminated college degrees as a requirement for hundreds of its corporate roles, vowing to remove "unnecessary barriers" that prevent career advancement. The company also announced it would waive the university degree as a necessity if candidates can show they have gained the necessary skills based on different, prior experience.

Why the Shift?

Several factors are driving this trend:

Rising Education Costs: The increasing cost of higher education has made it less accessible for many individuals. By eliminating degree requirements, companies can tap into a wider pool of talent, including those who may not have had the opportunity to pursue a four-year degree.
Skills Gap: Many employers are struggling to find candidates with the specific skills they need. Focusing on skills rather than degrees allows them to identify individuals who have the practical knowledge and abilities required for the job, regardless of their formal education.
Diversity and Inclusion: Skills-based hiring can promote diversity and inclusion by removing barriers that disproportionately affect underrepresented groups.
Evolving Job Market: The job market is constantly evolving, and many new roles require specialized skills that may not be taught in traditional degree programs. Skills-based hiring allows employers to adapt to these changes more quickly.

Between 2017 and 2019, 46% of "middle-skill occupations" and 31% of "high-skill occupations" saw a drop in college degree requirements which "could have major implications for how employers find talent and open up opportunities for the two-thirds of Americans without a college education," according to a report from the Burning Glass Institute.

Implications for Job Seekers

The shift towards skills-based hiring has significant implications for job seekers in Massachusetts. It means that:

Skills and Experience Matter More: Job seekers should focus on highlighting their skills and experiences in their resumes and cover letters, rather than simply listing their degrees.
Certifications and Training are Valuable: Industry-recognized certifications and training programs can be a valuable alternative to a four-year degree, demonstrating that an individual has the skills and knowledge required for a specific role.
Networking and Connections are Important: Building relationships with people in your field can help you learn about job opportunities and gain valuable insights into the skills and knowledge that employers are seeking.
Focus on Continuous Learning: The job market is constantly evolving, so it's important to stay up-to-date on the latest skills and technologies in your field.

Implications for Employers

For employers in Massachusetts, the shift towards skills-based hiring means:

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Wider Talent Pool: Employers can tap into a wider pool of talent by eliminating unnecessary degree requirements.
Improved Diversity and Inclusion: Skills-based hiring can help employers create a more diverse and inclusive workforce.
Better Fit for the Job: Focusing on skills and experiences can help employers find candidates who are a better fit for the job, leading to improved performance and retention.
Increased Innovation: A diverse workforce with a wide range of skills and experiences can lead to increased innovation and creativity.
Need for Effective Training Programs: Employers may need to invest in training programs to ensure that their employees have the skills they need to succeed.

Examples of Jobs in Higher Education in Massachusetts

Here are some examples of specific job roles within higher education in Massachusetts, demonstrating the types of positions available and the skills and qualifications that may be sought:

Higher Education Policy Analyst: This role involves conducting research, preparing policy briefs, providing data analysis, and collaborating with stakeholders to inform and influence state-level higher education policy decisions. Skills in research, data analysis, policy development, and communication are crucial.
Assistant Director of Strategic Communications: This position requires shaping the Department of Higher Education’s (DHE) public voice and advancing its work to increase higher education equity. Skills in strategic communication, brand management, content creation, and interpersonal communication are essential.
DevOps Engineer III: A technical role supporting data centers in a multi-platform environment.
Participatory Archiving Project Manager: This role supports community-based archiving and training initiatives.
Program Coordinator: This position provides administrative support for academic departments, such as Psychology, managing graduate programs and program spending.
Assistant to the Dean of the University Library and Director of Operations and Finance: This role requires high-level administrative, communications, and project support to advance the Library’s mission and strategic initiatives.
Marketing and Communications Multimedia Specialist: This position supports communications and storytelling efforts across digital and social media platforms, using animation, graphic design, photography, video, and audio.
Senior Application Specialist: Responsible for business requirement analysis, quality control, and risk management for applications supporting PeopleSoft Human Resources (HCM).
Staff Attorney: Advises and represents workers and retirees who need assistance obtaining their pension benefits.
Head Coach for Men's Lacrosse/Game Management Assistant: Leadership and coaching skills, along with game management expertise, are critical.
Head Coach Women's Flag Football/Assistant Football Coach: Requires coaching skills and football expertise.
International Student Services Assistant: Customer service and administrative skills are vital for supporting international students.
Receptionist at the Center for Counseling & Psychological Health (CCPH): Requires strong interpersonal skills and the ability to handle sensitive information with confidentiality.
Assistant Vice Provost: Contributes to policy development and oversees the effective application of existing policies.

Identifying In-Demand Occupations with Certification Opportunities

Massachusetts is also actively working to identify in-demand occupations where industry-recognized certifications can serve as the primary pathway to a successful career. This initiative involves:

Step 1: Identifying Jobs with Certification Opportunities

Analyzing a large database of Massachusetts job postings to focus on jobs where certifications are important and a college degree isn't always necessary.

Step 2: Focusing on High-Demand, Well-Paying Jobs

Using the "Opportunity Star" rating system, which considers:

How many annual job openings are expected for an occupation.
How fast the number of jobs in that occupation is expected to grow.
How much the job pays compared to other jobs.

Only jobs with an Opportunity Star rating of 1, 2, or 3 are retained, ensuring they are well-paying and have a bright future.

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Step 3: Connecting Jobs to Career Clusters

Identifying the career cluster associated with each job to help educators align school programs with high-demand jobs and identify potential areas for new program development.

Resources for Job Seekers and Employers

Several resources are available to help job seekers and employers navigate the shift towards skills-based hiring:

DER's Jobs Posting Dashboard: Provides a snapshot of current job demand in Massachusetts based on online job posting data, including insights into active job postings by industry, company, occupation, skills, education, experience, qualifications, and salary data.
Employment Projections: Offers information on how jobs may grow overtime, with short and long-term employment projections available for occupations and industries.
Massachusetts General Laws, Chapter 23, Section 26: Requires the Executive Office of Labor and Workforce Development to provide a list of in-demand occupations that require an industry-recognized credential to the Department of Elementary and Secondary Education and make the list publicly available.

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