(cajobportal Insights) Maybe, its time to re-design your “foot in the door’ criteria

Good Afternoon
In the UK, EY has removed the University Degree Classification From Entry Criteria as there’s ‘No Evidence’ It Equals Success
PwC no long uses UCAS points as entry criteria for its graduate scheme. It believes placing too much emphasis on the scores will mean employers may miss out on key talent from disadvantaged backgrounds, who can perform less well at school.
In the USA, IBM no longer looks only at candidates who went to college, The company organizes a coding boot camp and selects candidates with hands-on experience. Similar initiatives like community colleges, working with vocational training companies etc in aggregate account got
At Penguin Random House U.S, except for specific jobs where a targeted, accredited degree is truly required–such as CPA or Attorney– they do not have a mandatory, company-wide higher-education requirement for entry
Google stated that it believes that there are exceptional human beings who don’t go to school and make their way in the world, and they should do everything they can to find those people.
The idea is academic qualifications will still be taken into account and indeed remain an important consideration when assessing candidates as a whole, but will no longer act as a barrier to getting a foot in the door.
Now coming to India, how relevant are these concepts?? Aren’t they Utopian?
1 million graduates appear for the SBI PO exams for 2000 seats –
As per a study by Azim Premji Foundation, Of the 23 million people unemployed, 9 million have graduate or higher levels of education. And unemployment rate amongst educated graduates is 3 times national average
We are an overpopulated country, recruiters are “spoilt for choice”.
in the CA space, clients at CAJobPortal.com insist that they want candidates who have cleared both groups in a single attempt ; and that one criteria eliminates the vast majority  – so its used as an elimination criteria instead of selection criteria.  But honestly speaking, most HRs agree that the way work is compartmentalized in companies, they really dont need high-fliers. The focus on first attempt is mostly because of the CYAstrategy or maybe to extract full value as the recruitment agency is being paid
Maybe you could have a look at this video that I chanced across :
Is it fair to judge CA/CMA freshers by number of attempts https://youtu.be/DOuWDahfQgg
Since long, companies have perpetuated the concept of Degree Inflation. They have set a college degree/other filters as an hiring criteria for a position that doesn’t really require on the actual work-front; thus making labor markets inefficient
Maybe we have to consider how recruitment strategies  may be rewired to focus on selection of talent that we really need
What do you think?