By James Piereson & Naomi Schaefer Riley
Monday, April 15, 2019
When customers visit an Enterprise Rent-a-Car
establishment for the first time, they are often pleasantly surprised to be
waited on by a staff of young managers, typically in their 20s, well dressed,
polite, and efficient. The situation is much in contrast to many operations
that employ middle-aged managers and hire young people to work their way up
doing routine tasks. At Enterprise, the youngsters actually run the show, and
they do it very well. And it is not an accident. Enterprise adopted a policy
several years ago of hiring young college graduates to staff their local rental
agencies. It is a policy that is paying off both for the company and for the
young employees, who quickly learn the ins and outs of managing an office.
Enterprise offers more entry-level jobs for college
graduates than almost any other employer in the United States. Last year they
hired 8,500 for their management-training program, 40 percent more than the
next highest employer. But according to a recent cover story in the Chronicle of Higher Education,
Enterprise does not concern itself with questions such as where its trainees
went to college, what they majored in, or even how well they did when they were
there. “We recognize that great talent can come from all types of institutions,
all types of majors and backgrounds,” Marie Artim, Enterprise’s vice president
for talent acquisition, explained.
As the Chronicle
notes, “to the company, a college degree matters mostly because it suggests
that a candidate has acquired the right mix of skills to succeed in an
entry-level job — and to move up the ladder from there.” Instead, the company
simply takes a bachelor’s degree to signify that applicants can engage in some
degree of critical thinking, problem solving, and juggling different
responsibilities at the same time.
This is what economists such as Ohio University’s Richard
Vedder and George Mason’s Bryan Caplan have been arguing for years: College
degrees are simply a signifier — an easy way of telling an employer that you
have a basic grasp of the English language, some rudimentary math skills, and
the ability to show up on time in clean clothes. On those measures, is a
graduate of the University of Michigan any different from a graduate of
Michigan State or Northern Michigan University? Not really. Does a 3.8 GPA
predict that you will do better or worse at managing a car-rental office than
someone with a 2.8 GPA? Probably not. Does majoring in business predict that
you will do a better job than an English major or a sociology major or a
physics major? It’s unlikely.
The management at Enterprise are saying aloud what many
employers know to be true. Bosses who require a college degree are taking
advantage of a system that does the sorting for them. They understand that a
bachelor’s degree is not really necessary for doing an entry-level job, and
that whatever your educational background, you will require significant
training to do well in that particular position.
Surely there are plenty of high-school graduates who are
qualified to run the front desk at a car-rental office. But finding out who
those people are is more time-consuming than just looking at a résumé and
seeing a bachelor’s degree. Too bad it costs most kids tens of thousands of
dollars — not to mention the opportunity cost of several years out of the
workforce — to get that piece of paper.
There are easier and cheaper ways to sort people. High
schools could do more to teach the basic responsibility and functioning skills
that they used to. In an age of helicopter parenting, though, many employers
would wonder whether it was really parents who were responsible for
high-functioning high-school students.
But surely a one- or two-year apprenticeship in any
number of fields after high school could show the same evidence of critical
thinking and responsibility. Unfortunately, the federal government does not
subsidize those paths the same way we subsidize college education through
financial aid. Such apprenticeship programs generally require the employer to
take on the risk. When a potential employee drops out of such a program, the
cost is borne by the employer. When someone drops out of college, the cost is
borne only by the student and the taxpayer.
In an era when the obsession over getting into an elite
college seems stronger than ever, it’s good to know that some companies don’t
seem to care much about the higher-education hierarchy. But why should they
care about it at all?
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