Just now a student got his graduate degree.
He is now officially a doctor.
In the same moment, a doctor performed his umpteenth operation successfully.
Both hold only a graduate degree.
Whom would you consider more skilled? Just now a student got his degree.
He is now officially a mechanical engineer.
In the same moment, a mechanical engineer was part of a team working out the aerodynamics of a new concept in car design.
Whom do you consider more competent? Apply the same concept to your recruitment, will you? Just now there are two aspirants waiting outside your room.
One of them is a fresh person with dynamic vision and high hopes.
The other is a seasoned professional who guarantees results.
Whom would you consider for your vacancy? Consider one consideration.
Rather than bluffing the seasoned pro away just because he doesn't have a degree, take a second look inside your own collar.
What kind of person do you want for your job? Who is the person who will satisfy your requirements to a tee? Is he a person with dynamism who aims high (but may not always deliver) or is he the one who aims at realistic targets and always guarantees results? Who is the character you want? Would you be really looking for credentials rather than guaranteed results? Decide on what character you want your vacancy to assume, rather than the credentials and qualification of your vacancy.
This would be more just to the real worth of both the aspirants.
Do not judge them on academic qualifications alone.
Judge them through their enterprise, their skills rather than their educational pedigree.
That way, you would get the right person for your job.
Looking for the best educated will give you just that - superiorly educated.
Looking at the overall persona, you would get the person which is best suited for the job.