{"id":12829,"date":"2022-10-06T08:00:00","date_gmt":"2022-10-06T12:00:00","guid":{"rendered":"http:\/\/nursemk.wpengine.com\/education-vs-experience-whats-more-important-when-hiring\/"},"modified":"2025-08-20T12:00:50","modified_gmt":"2025-08-20T16:00:50","slug":"assessing-value-education-versus-experience-hiring","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/assessing-value-education-versus-experience-hiring","title":{"rendered":"Assessing the Value of Education Versus Experience in Hiring"},"content":{"rendered":"

When considering nurse candidates for a role, where do you place more value \u2014 education or experience?<\/strong><\/p>\n

This can be a loaded question since the evaluation of education versus experience in applicants is a process based on various elements. With some applicants, recruiters may be more impressed with their years of experience, but with others, more emphasis could be put on education. This will vary from interview to interview, nurse to nurse, and job to job.<\/p>\n

But what happens if one applicant has an impressive educational background but little work experience, while another candidate has years of great experience, but not the degree the job requires? This may be a challenge you\u2019ve faced before, and one you\u2019ve probably given a lot of thought.<\/p>\n

Deciding between education versus experience<\/h2>\n

In previous years, an applicant was deemed a good fit for a role solely based on what was listed on their resume. However, recently, what makes a candidate the right fit is a combination of their education, experience, skills they’ve acquired, and skills they want to develop.<\/p>\n

Healthcare recruiters and other talent acquisition professionals have used algorithms, talent data, metrics, and more to measure eligibility of potential candidates. But, in the current job market, there is a shift in these traditions<\/a>, moving the focus from what criteria applicants are missing to what applicants can potentially bring to a role or ways they can add onto their skill set.<\/p>\n

Evaluating an applicant\u2019s education, which includes checking degrees and certifications, is not all that complicated. Grades and scores, degrees and certifications can be verified, and decisions can be made based on how they meet the organization\u2019s educational requirements for the position.<\/p>\n

However, gauging experience is not as straightforward. Experience isn\u2019t just a measurement of years \u2014 it\u2019s about the training and practice the applicant had during those years. Experience brings to light a variation in skills and abilities such as time management, delegation skills, or proficiency with technology. Work or professional experiences also allow candidates to highlight their softer skills \u2014 elements that aren\u2019t graded in classrooms.<\/p>\n

Heed the advice of colleagues<\/h2>\n

In the talent acquisition process, what other nurses and past employers have to say about an applicant is crucial. References and referrals are very important \u2014 personal referrals probably more so.<\/p>\n

In nursing, verifying dates of employment may not be enough; the stakes are too high. You can call an applicant\u2019s references or ask them to complete a form or questionnaire, but it\u2019s the personal referrals that will tell you most about your applicants.<\/p>\n

What did the applicant do during previous employment that makes them worthy of having more weight placed on experience if the degrees aren\u2019t enough? What were their challenges? What kind of experiences did it include?<\/p>\n

Use of special equipment, advanced computer technology skills, EMR training, serving as a Magnet\u00ae<\/sup>Champion, selection for informal leadership roles<\/a>, organizational committee work, bilingualism, and volunteerism are good examples of valuable experiences and skills.<\/p>\n

Talk to both referrals and references about applicants\u2019 attitude, motivation, work ethic, and focus. Then use the information to weigh their hiring potential.<\/p>\n

Ask about soft skills, <\/a>such as critical thinking, stress management, problem-solving, functioning under pressure, handling crisis situations, and multi-tasking.\u00a0Know the questions that should be asked and ask them.<\/p>\n

How to decide who to hire<\/h2>\n

There are two important things that can serve as tiebreakers between education versus experience, and even between two candidates: personality and organizational fit.<\/p>\n

Will the applicant fit well into your organizational culture, and do they have the right interpersonal skills<\/a> for the job?<\/p>\n

Applicants also need to know they can tip the scale in their favor if they\u2019re willing to put in the time and work. Here is some guidance to offer your candidates:<\/p>\n