Successful recruiters are efficient. By that, I mean they want the shortest route possible from getting a job to fill to filling the job. Filling as many jobs as possible with qualified candidates is how they pay their bills. They don't have all day to go over the life stories of candidates and why they didn't want to pursue a 4 year degree. The bottom line is that 4 year degrees show a consistent effort toward acquiring a domain-specific set of knowledge that is favorable to most hiring managers.
Is it possible that a non-degreed candidate with no work experience is the best of a pool? Sure. Is it worth a recruiter's time and energy sourcing candidates to put THAT guy in front of a hiring manager if he's only got a few spots available (because he probably isn't the only recruiter in communication with said hiring manager)?
IMO, no. As someone who has worked both sides of that aisle (currently a developer), unless a recruit has serious experience, he's not in the final pool of qualified applicants. Let someone else take that risk. I've got to worry about my next paycheck. This is a sales job, after all.
Is it possible that a non-degreed candidate with no work experience is the best of a pool? Sure. Is it worth a recruiter's time and energy sourcing candidates to put THAT guy in front of a hiring manager if he's only got a few spots available (because he probably isn't the only recruiter in communication with said hiring manager)?
IMO, no. As someone who has worked both sides of that aisle (currently a developer), unless a recruit has serious experience, he's not in the final pool of qualified applicants. Let someone else take that risk. I've got to worry about my next paycheck. This is a sales job, after all.