Guillaume Dumas, a 28-year-old Canadian, made headlines recently when he announced that he had obtained an Ivy League education for free by sneaking in to classes at prestigious universities. His story — coupled with the skyrocketing costs of a college education — raised serious doubts about the value of a diploma. With tuition costs rising and more than a trillion dollars of student debt in America, alternate routes to achieving a top-tier education are increasingly attractive. The big question for HR: Should we start worrying less about an applicant’s degree and more about the knowledge an applicant brings to the company?
While a Dumas-style education is still an anomaly, hiring managers are likely to encounter candidates who have taken Massive Open Online Courses (MOOCs). According to Class Central, more than 2400 of these online lectures currently exist from more than 400 universities—including 22 of U.S. News & World Report’s Top 25 Universities.
The topics and structures of these courses vary widely. Students can sign up online to learn about anything from Roman Architecture to Web Application Architecture. Some MOOCs are free, some come at a cost. And some simply involve listening to lectures—with no way to verify that the student learned anything—while others provide assignments, tests and a certification for passing the course.
Here, 5 things to consider when a MOOC shows up on a resume:
To keep reading, click here: 5 Ways to Evaluate MOOCs on a Resume