Degrees vs. HR Certifications: Evaluating the True Value in the Workplace

In Human Resources, there’s an ongoing debate about the value of degrees versus certifications like SHRM (Society for Human Resource Management) or HRCI (Human Resource Certification Institute). While these certifications are often listed as “required” or “preferred” qualifications in job postings, it’s essential to take a step back and consider the broader picture of what truly qualifies someone for a role in HR.

As a seasoned HR professional with years of experience but no certifications, I believe that both degrees and certifications bring value to the table—but they are not synonymous, nor should they be treated as such. In my career, I have worked with individuals who hold degrees and certifications, both or neither, and many of them excel based on their unique talents and contributions.

Degrees: A Foundation of Knowledge

Earning a degree, particularly in fields like Human Resources, Business, or Psychology, often provides a broad understanding of workplace dynamics, organizational behavior, and employment law. Degrees offer the academic background necessary to navigate complex workplace challenges and provide students with critical thinking skills transferable to various HR roles.

Certifications: Specialized Expertise

On the other hand, HR certifications like SHRM or HRCI are valuable for those looking to specialize in HR practices. These certifications typically require ongoing education, ensuring HR professionals stay current with industry standards. However, certifications often focus on specific aspects of HR and may not provide the broader business or leadership skills that a degree program emphasizes.

The Case for Individual Accomplishments and Experience

Ultimately, a candidate’s unique value proposition (UVP) should be based on their individual accomplishments, experience, and skill set. Degrees and certifications enhance knowledge and credibility but do not define an individual’s overall capability or potential. In an environment where hiring managers and recruiters may have their own biases, it’s essential to evaluate the whole person, not just whether they check all the boxes on a list.

Hiring decisions focusing solely on certifications may overlook candidates with vast experience, strong leadership skills, or transferable expertise. Stellar employees can come from diverse backgrounds, and companies that remain open to this diversity will benefit from the full range of talent available.

Evaluating Talent: A Balanced Approach

If you are in a position to hire or evaluate candidates, take the time to genuinely assess each person’s strengths. Look beyond the certifications and degrees to their unique experiences and accomplishments. Consider how their transferable skills may benefit your organization beyond what’s listed in the job description.

The HR field should celebrate the diversity of paths that lead individuals to success, recognizing that no single credential can capture a person’s entire professional journey.

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