Credentials Look Good. Competence Looks Better.

Inspired by an article by Eva Chan at Resume Genius

A recent survey by Resume Genius has added fuel to an important hiring conversation:

Does a master’s degree actually translate to better job performance?

According to the survey of 1,000 U.S. hiring managers, 62% say it does not—with 52% reporting no performance difference, and 10% suggesting it results in worse performance compared to candidates with a bachelor’s degree and two years of experience.

These findings challenge conventional thinking and point to a growing shift in hiring priorities: performance is increasingly tied to practical skills and proven experience—not academic credentials alone.

The Disconnect: Higher Pay for Lower Return

Despite doubts about the value of postgraduate degrees, 72% of hiring managers still offer higher salaries to candidates with a master’s, and nearly a quarter say they would offer a 20% or greater salary increase.

So why the disconnect?

According to Eva Chan, career expert at Resume Genius:

“A master’s degree may not guarantee you’ll be better at the job, but it still holds symbolic value in many workplaces and can help you start with a higher paycheck. Hiring managers often see it as a signal of drive, discipline, or long-term ambition, even if they admit that real-world experience can be just as, or more, valuable. In some industries, advanced degrees are still deeply embedded in hiring norms”.

This salary-performance mismatch shows that while education still holds symbolic value, it no longer guarantees effectiveness.

Conclusion: Stop Guessing. Start Testing.

If a degree doesn’t always predict performance, why let it drive your hiring decisions?

At the end of the day, employers need tools that cut through perception and help identify real potential. Testing and assessment add valuable objectivity, giving you a clear picture of how a candidate’s skills stack up—no matter where or how they gained them.

By evaluating candidates based on their actual capabilities and job readiness, you reduce the risk of a bad hire, strengthen team performance, and make hiring decisions that are fairer and more informed.

In today’s competitive market, the best choice isn’t always the most credentialed—it’s the most capable.

Curious to learn more? Read the full article by Eva Chan at Resume Genius.