Survey reveals recruiting paradox: Youngest HR decision-makers place the greatest emphasis on practical experience
Ironically, the youngest HR decision-makers are the ones who place the greatest emphasis on practical experience when evaluating candidates. Older generations, by contrast, place significantly more value on professional qualifications and the content of candidates’ university studies. This is according to our representative survey of 500 decision-makers in HR management in Germany. However, there is one point on which all generations agree: whether a degree was earned at a private or public university plays hardly any role in hiring decisions. The analysis was conducted on our behalf by opinion research institute Civey.
Generational shift in recruiting: Younger HR decision-makers prioritise practical experience, older generations focus on qualifications
HR decision-makers aged 18 to 29 consider practical experience by far the most important factor, with 95 percent citing it as a key criterion. Professional qualifications and the content acquired during university studies, by contrast, play hardly any role for this age group (1.7 percent). Ironically, the youngest decision-makers, therefore, have particularly high expectations when it comes to professional experience.
Among HR decision-makers aged 30 to 39, the focus shifts: for 71 percent, professional qualifications and university course content are central to the hiring decision, while practical experience, although still relevant at 55 percent, becomes less important. A similar pattern emerges among those aged 40 to 49: Here, too, professional qualifications are among the most important selection criteria, while academic grades regain relevance, cited by 29 percent.
Among HR decision-makers aged 50 to 64, theoretical knowledge and practical experience are rated almost equally. Among those aged 65 and over, social skills ultimately rank first at 84 percent, followed by professional qualifications (72 percent) and practical experience (58 percent).
Private or public: The type of university usually makes little difference in hiring decisions
When asked whether a degree from a private university makes a candidate more or less likely to be hired, more than 60 percent of respondents said that “it makes no difference.” Only 13.6 percent clearly stated that they would be less inclined to hire graduates of private universities.
The majority of respondents also see no differences between graduates of private and public universities when it comes to their qualifications. Where differences are perceived, private universities are more frequently associated with practical relevance (22.4 percent) and digital skills (23.2 percent). Public universities, on the other hand, are more likely to be associated with social skills (15.2 percent).
“The results clearly show that the criteria used to evaluate candidates in recruiting are shifting: Employers today primarily value professional qualifications, practical experience, and social skills, while formal factors such as the type or reputation of an institution are becoming less important,” comments Professor Dr Kyriakos Kouveliotis, Provost and Chief Academic Officer at Berlin School of Business and Innovation (BSBI). “The fact that more than 60 percent of respondents make no distinction between degrees from private and public universities underlines this trend. For applicants, this means more opportunities beyond traditional educational pathways, but at the same time, it is becoming increasingly important to demonstrate their skills and practical experience in concrete terms.”
—Professor Dr Kyriakos Kouveliotis, Provost and Chief Academic Officer at Berlin School of Business and Innovation (BSBI).
About the survey
The renowned market research institute Civey conducted an online survey on behalf of GGG between 4 and 23 February 2026, interviewing approximately 500 HR decision-makers in Germany. All data was collected through Civey’s proprietary panel of verified participants. Taking into account a statistical margin of error of 10.3 percentage points, the results are representative of the specified target population. Further information on the methodology is available here.