Classism in Recruitment: Idris Akinlabi , PHRi™ MCIB Critiques Degree Classification Bias

In a recent LinkedIn post, Idris Akinlabi , PHRi™ MCIB critically examines the persistent practice of employers, particularly within the banking sector, using degree classifications as a primary hiring criterion, even for experienced professionals. Akinlabi argues that this approach is not a genuine measure of excellence but rather a form of classism that overlooks real-world competence.

Akinlabi recounts an anecdote shared by a friend who was rejected by a major bank solely due to graduating with a third-class degree, despite possessing substantial work experience. This situation, according to Akinlabi, highlights a systemic issue where academic results from years prior continue to overshadow practical skills and proven abilities.

“A grown professional with real work experience was still judged by an exam result from years ago.”

The post further questions the hypocrisy of companies that readily invest in training graduates with first-class honors, labeling it as “investing in talent,” while simultaneously dismissing experienced individuals with lower-tier degrees. Akinlabi posits that this selective approach reveals a bias towards candidates who have followed a “clean, socially approved path” without academic struggles or unconventional growth trajectories.

The Illusion of Excellence

Akinlabi challenges the notion that degree classification is a reliable indicator of a candidate’s suitability for a role, especially after several years of relevant professional experience. The argument presented is that once a candidate has demonstrated competence in the field, their academic past, particularly a classification from over a decade ago, should become secondary to their practical achievements.

Focus on Experience Over Academics

The author contends that after five years of applicable experience, demanding specific degree classifications becomes “ridiculous.” At this career stage, Akinlabi suggests, the focus should unequivocally shift to the candidate’s work output and accomplishments.

“At that point, the work should speak.”

Furthermore, Akinlabi expresses skepticism about the qualifications of some hiring managers themselves, suggesting that they might not meet their own stringent academic requirements if they were to apply for their current positions today. This point underscores the perceived disconnect between current hiring standards and the evolving reality of professional development.

Classism Disguised as Recruitment

The core of Akinlabi’s critique is that this reliance on degree classifications is a form of classism, not a pursuit of merit. The author asserts that employers are often not seeking the most capable individual but rather a candidate whose background aligns with a narrow, socially prescribed definition of success.

“Many employers are not searching for the best person for the job. They are searching for candidates whose lives followed the clean, socially approved path.”

This path, as described by Akinlabi, is characterized by “no academic struggle. No delayed growth. No messy beginning.” Instead, it favors “perfect grades, perfect schools and a CV that makes management feel comfortable.”

A Call for a Shift in Hiring Practices

Concluding the post, Akinlabi poses a direct question to both graduates and employers, prompting a re-evaluation of these outdated hiring standards. The central dilemma presented is whether individuals with third-class degrees should accept limitations imposed by certain companies or if employers need to “finally outgrow this lazy standard.”

“Maybe one bad result at 22 should permanently determine what opportunities you deserve at 32.”

Akinlabi’s analysis on LinkedIn calls for a more nuanced and experience-focused approach to recruitment, urging businesses to look beyond academic credentials and recognize the value of proven skills and real-world experience.