Experience vs. Education in Hiring (How About Both?)

Published on January 2, 2024

Your organization needs to hire more staff, so you created a job posting and now have applications to review. Statistics show that many openings take about 44 days to fill, costing employers money each day the position goes unfilled. Plus, 72% of organizations have trouble finding the right candidate for the job.

So, what’s more important for choosing the best candidate: experience or education?

On the one hand, education shows that the candidate has the theoretical knowledge and specific technical skills – if they have a more technical degree. However, on-the-job experience shows they have developed their skills and are often aligned with industry changes. Education keeps someone learning, and experience lets them put that learning into practice.

It’s an age-old question, but there’s a better approach to experience vs. education: how about both?

Hiring for Education and Experience

When you hire for both experience and education, you’re giving your organization the best of both worlds. Specialized educational partners like MedCerts can help you meet your hiring needs and boost your in-house talent. Your employees come to the job with current knowledge, a strong background and practical experience in their specialty field.

Healthcare and IT careers, for example, demand a lot of theoretical knowledge about concepts, approaches and definitions, making it essential for staff to know what something means or where it originated. They also need the practical know-how and technical abilities to accomplish daily tasks.

By shifting your hiring approach to work experience and education, you can capture the best talent – and keep them. MedCerts offers opportunities to connect you with people who have or will have the skills you need.

Train-and-Hire Model

MedCerts’ unique train-and-hire partnership model is the solution you need for acquiring job-ready employees. It starts with recruitment, which we handle through targeted ads to find people who meet your criteria.

After you approve the candidates, we train them on the required skills you need in your organization. Candidates move from conditional hire to full hire at the end of their training, becoming a valued part of your staff.

This hiring model works with all of our 50+ programs in allied health and IT, ensuring you get top talent who can bring knowledge and skills to the table.

Upskilling Model

What happens if you have the employees but they lack the latest skills? This scenario is common in many industries, especially information technology and healthcare, where advancements and best practices change quickly. Your staff needs to upskill and renew their knowledge to keep up with industry trends.

Upskilling is when current employees take specialized training to get their skills to the right level. This model is one of the best ways to retain your team and give them the right tools and skill set to succeed.

Cost-effective online programs create talented workers, helping generate a stronger work culture. Through a MedCerts upskilling partnership, your organization has access to in-demand allied health and information technology programs. You can maintain a skilled team, and your employees get career development skills and recognition.

MedCerts Partnerships: Where Education Meets Experience

So, is education or experience more important? While some sectors prefer one or the other, dynamic industries like healthcare and IT need both for employees to succeed. Fill your organization with star talent by partnering with MedCerts today.

Ready to Solve Your Organization’s Needs?

Schedule a Meeting with MedCerts Partner Solutions

Written by
Jennifer Kolb
National Director of Workforce Development

As MedCerts National Director of Workforce Development, Jennifer Kolb is responsible for overseeing strategy and business development efforts at MedCerts with an emphasis on the k-career pipeline.

Prior to MedCerts, Jennifer served in several leadership positions at Tallo and Hawkes Learning where she built and lead sales and marketing, new product launches, technology development updates and an entire product relaunch to be ADA compliant.

Jennifer has spent a decade within the workforce industry working with educators, state leaders, business and industry officials, post-secondary institutions and grant organizations from across the country, all with the mission of bettering people's lives. Coming from a long line of educators and with a business-centered mindset, Jen is passionate about student success and cultivating creative strategies for ensuring all talent has access to educational and career-related opportunities.

Jennifer earned a Bachelor of Science Degree in Marketing and Psychology with a focus in business management from Clemson University.

Published on January 2, 2024

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Our employer-sponsored train-and-hire model is not offered to partners and potential students/employees in Pennsylvania.