Feature

Which matters more— tech skills or degrees?

While one can debate the significance of engineering degrees vis-à-vis skills, the truth is that behavioural and leadership skills are equally important for career progression, writes Sudipta Dev.

The computer science degree has its omnipresence value in the IT industry in which ironically some of the biggest names, globally, do not boast of any grand technical degrees. The pertinent question is; for an industry which lays premium on highly skilled and experienced professionals, how much value does the computer science degree hold at the time of recruitment or career advancement at various levels in an IT organisation? Is it only relevant at the entry-level? For lateral recruits, what counts the most? In a choice between skills and degree, evidently the significance changes as per the level. While an engineering degree is considered a prerequisite, exclusive skills take precedence when the choice is limited. Adding to it is the test for aptitude, the culture fit, soft skills, etc that sum up an individual’s entry in an organisation.

The first job

It is generally believed that the engineering degree matters the most when it comes to the first job. Later, it is the skills that are of greater significance, and the degree just increases the probability of success. Chandrasekhar Sripada, Vice-president, People Relationships Management (PRM), Cap Gemini Consulting India, however asserts that even for the first job a whole lot of attitude issues like aptitude for learning and effective personality traits count.

While computer science graduates are the most preferred choice for most IT organisations, there are a few like Geometric Software Solutions that hire non-IT engineering graduates (mechanical, civil, aerospace etc) and equip them with exhaustive training. “An engineering degree only determines the level of knowledge and the competency to relate it to various situations and to understand clients’ needs. People from other engineering streams are also sharp enough to pick up computers,” says Vinda Chitnis, Vice-president, HR, Geometric Software.

Chitnis asserts that at lateral level, recruitment skills override degree but David Raj, Associate Director, HR, Virtusa (India), believes that the degree counts at every level, “Degrees bring in greater credibility because one goes through an established professional programme. Concepts are to be clear, regardless of the level.” Vikram Bhardwaj, Managing Consultant, Redileon Executive Search seconds the view, “Even though one’s experience definitely matters a lot at higher levels, skills that are required for upper management require different levels of knowledge of standardised practices and methods that are not considered experiential. As one climbs the corporate ladder, his capabilities sometimes get defined by his degree. Any professional seeking future career advancement is advantaged by having a degree. An engineering graduate is most often preferred over others in an interview.”

As one climbs the corporate ladder, one’s capabilities sometimes get defined by the degree Vikram Bhardwaj Managing Consultant Redileon Executive Search	An engineering degree only determines the level of knowledge and the competency to relate it to various situations Vinda Chitnis Vice-president, HR Geometric Software

Career advancement

When it comes to career advancement and promotion, it is an individual’s performance, leadership skills and other soft skills that are focussed on. “Career advancement and promotion is predominantly based on the ‘differentiators’ exhibited by the individual for the given role and position. While degree and technical skill sets are the prerequisites—soft skills and potential play a vital role in moving the person to a higher level,” states Raj. In an era of multi-skilling, proficiency in various areas help professionals move across very successfully. “In our organisation ‘multi-skilling programme’ developed by our in-house expert is well received by our employees. Every employee in the organisation is empowered and encouraged to sharpen their existing skills and learn new skills through this programme.”

An industry which works in team-based model of people relationship is of prime significance. “Leadership qualities are of equal importance in the software industry,” states Chitnis, adding that even for new joinees his company has a compulsory corporate citizenship programme as soft skills play significant role.

Degrees bring in greater credibility because one goes through an established professional programme. Concepts have to be clear, regardless of the level David Raj Associate Director, HR Virtusa (India)	Degrees and skills have their own value and place. Our national challenge in IT talent formation is to build on both and not pursue one at the cost of the other Chandrasekhar Sripada Vice-president, PRM Cap gemini Consulting India

Certification factor

Do certifications/professional programmes in IT count more than the degree? “Yes a lot. But again on the foundations of a good degree they are even better,” answers Sripada. David Raj albeit points out that in India degrees come first, “Certifications also help later (specific to India). If the person is good in terms of skill sets, then certifications can be an add on.”

According to Bhardwaj, a certification only suggests an area a person has mastered. It is good and relevant for only as long as one would want to grow and specialise within the area or technology. To be successful in the professional world, it is no longer engineering degrees/certifications or technical skills which matter beyond a point. He asserts, “To truly succeed, one has to have strong communication and interpersonal skills. It is not true that an engineering degree gives more guarantee in terms of better skills in writing or speaking. In the Information Technology industry, we come across a lot of people with degrees who are unable to have a relationship with clients/end users, who lack a basic ability to understand business, etc.”

The need is however not to look at the talent pool form a narrow ‘either/or’ mode. As Sripada rightly points out, “Degrees/academic accomplishments as well as skills and certifications—both have their own value and place. Our national challenge in IT talent formation is to build on both and not pursue one at the cost of the other.”

A few organisations are now experimenting with hiring the brightest of science graduates, giving them at least six months of training in IT and putting them on projects. This move is to reduce employee turnover as these candidates are less likely to leave an organisation than young engineering graduates who have the highest attrition rate.

sudipta@expresscomputeronline.com