Well, here is my take on the whole degree vs. certification debate. In my view, it’s not a black or white decision. It depends on the individual and where they are in their career…not to mention where they want to end up. As a human resources professional for two decades I’m sharing my story and what I’ve learned along the way.
There are three kinds of human resources professionals. Human resources practitioners who have learned on-the-job, Certified HR professionals and everyone else. For years, the debate has raged in many professions (not just HR) about whether it is better to have work experience, a degree, and/or a professional certification. A degree is a start in your adult working life and can contribute to higher earnings, after all. Work experience, to give it its due place, will increasingly provide opportunities for further development of real-life knowledge and skills.
Let me begin by saying that I’m a big fan of academia but after I graduated high school in 1983, I didn’t have the money to put myself through college. This is because my parents, along with many parents during this time, believed that sons needed a college education but not their daughters. My desire was to get a college education or go to a trade school but was discouraged whenever I raised the subject. Honestly, I don’t think my parents had put any money aside for my education to continue and I’m surely not alone in this feeling.
Being unaware that I could apply for student loans was the end of any plans I had at the time. Instead, I took various courses in marketing, computer aided drawing, supervision and management at the Jr. college while exploring those professions. In 1992, I enrolled in the Human Resources Management (HRM) 2-year certification from Cal Poly Pomona University. Post-graduation I began working as a Major Accounts Manager for a temporary staffing firm where I eagerly applied all I had learned to managing a large contingent workforce at various locations. HRM became my passion because it was never a dull moment and I loved being able to contribute to an organization and its people.
At the age of 36, I began my career in professional human resources in county government. My Assistant HR Director had obtained her masters’ degree in her 50s and was encouraging everyone to become certified. So, in 2003 I decided to earn my Professional in Human Resources (PHR) Certification through the Society of Human Resources Management (SHRM) to demonstrate my commitment to my job, and show proficiency across all competencies, in the constantly evolving field of human resources. The three (3) hour and 175 question examination covered topics such as employee and labor relations (39%), business management (20%), talent planning and acquisition (16%), total rewards (15%), learning and development (10%).
Upon passing certification exam, you are required to recertify every three years. This is achieved by completing professional development activities to receive recertification credits. You must report on qualified HR-related activities, such as seminars, online materials, webinars, books, online courses and conferences. Recertification demonstrates a commitment to continued competency in the profession.
When I obtained my 2nd certification through SHRM in 2003 it was a very real step in advancing my career; thereby allowing me to make up for my inexperience at the time and for not having a degree. Depending on your profession it is possible to have a good career without certifications if you already have a degree, but certifications can make it easier to get in the door.
In 2005, I was raising three teenage girls involved in extra-curricular activities like Indian Maidens, choir and cheerleading and I worked fulltime. It was difficult but I decided to enroll in school to obtain my bachelor’s degree is in Public Administration (BSPA) after seeing my employer hiring younger workers – all with degrees. I graduated in 2008 and saw this as an investment in my future that would allow me to continue working into my later years, as most every HR job opening now required a degree. Later, I went to work for a university as the Human Resources Manager for several years. Having a degree in hand allowed me this opportunity to work in academia.
Looking back on my career path, I realize the job that launched me into the world of HR would have passed me by if I hadn’t obtained my HR Certificate and PHR certification. More importantly, I would not have been able to open doors to better career opportunities without my BSPA degree, there’s no telling where I would be today. The experience (and certifications) I picked up over the years always led to my next job, more money and a better opportunity to grow while providing for my family.
In 2014, I became a Lead HR Consultant for various cities throughout southern California. The other Lead HR Consultants who I regularly collaborated with in northern California also possessed a SHRM credential. In 2016, we began reporting to a new manager who had a degree but did not possess an HR certification. We had monthly group calls with our manager to talk about the agencies we served. Before one of our monthly calls I reviewed the agenda and noticed there was going to be a discussion on the use of credentials with our name (i.e. Tiffany Bose, PHR). I decided to contact one of the northern California advisors to inquire what this was about and was informed the new manager did not want the consultants to use their credentials. I was upset over this proposal, since I had worked so hard to earn my credential initially and had maintained it for more than a decade.
When the Zoom meeting began with the new manager and other lead consultants, the idea of no longer using our credentials with our name was introduced. To my dismay the other advisors said they were okay with this change. When it came my turn, I adamantly stated that I felt very strongly toward the continued use of my credential because of the message it sent to our clients. The message being that I am certified by a professional organization in the body of knowledge of human resources. This meant that I was current in my knowledge because of the 3-year recertification requirement to attend conferences, workshops, and ongoing trainings and therefore could bring real value to my clients in knowing the current laws and trends.
During the call I went on to explain that I didn’t understand how it was a bad thing to send this message to the client cities we served…that they were hiring a highly qualified consultant. Personally, I felt she was threatened by the fact that she did not possess the certification herself. After I voiced my protest to this change, I was pleased that the other Lead Consultants spoke up to say they agreed with my statements and also felt strongly about their continued use of it with clients. The new manager being outnumbered withdrew her proposal and no change resulted.
Without a doubt, having a degree gives you more options and opportunities in any chosen profession. Aside from getting a piece of paper saying you know a lot about a specific subject, college can help you develop other valuable skills. I didn’t view this new manager as being any less qualified than myself or anyone else on the team. It’s the same perplexing behavior I’ve seen put toward others when someone didn’t graduate from the right college (i.e. USC). We keep turning people away with an artificial construct in place telling them they are not good enough. When in fact, someone who may seemingly not have your caliber of education or experience can continuously get the better job. An education gives you the theoretical knowledge and analytical skills while developing your speed of learning and ability to learn. Whereas, a certification proves knowledge in a specific area and the desire to stay current. Having one over the other does not give anyone permission to snub the other person. Nor should someone who has achieved both be belittled of the value or importance of what they have accomplished.
To borrow from Pradeep Soundararajan’s post on LinkedIn. Success, failure and learning are all humbling experiences. Not a boost or fall of ego. What gets you real success in professional life?
– Solving problems with a disciplined approach
– Contributing to the growth of the company
– Staying put on solving a large problem statement
– Overcoming ego
– Overcoming biases
– Looking at growth as a holistic idea and not just money
– Becoming a leader who is beyond themselves
– Absorbing losses
– Helping others succeed more than you
– Seeing things in long term
– Not getting intimidated about failing
– Being humane while embracing capitalism
Good leaders understand these points. My education and certification combined provided me with a great combination of theory and rigor and a strong understanding of the application of knowledge. A degree qualification use to be a major deciding factor in who got a job but I think as more and more people have gained degrees, especially over recent years, employers have become less impressed on the whole, but also focused on relevant work experience. Most job announcements refer to required education minimums. Additional qualifications are usually mentioned as being ‘ideal’ or ‘beneficial’ rather than essential. If you meet these requirements, then having a certification can be a way to differentiate yourself to a potential or current employer.
Well, that’s my take on the whole degree vs. certification debate. Let’s try to be more supportive and celebrate when we’ve made an investment to be our best selves.
What do you think is more important, experience or qualifications? Join the debate and let us know your thoughts in the comments box below.
I would love to hear any other comments you may have on your experience when using your certification after your name.
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