He may, he may, he may... To be afraid of a potential employee for not being normal is a concern that stems from a fear of uncertainty, a healthy fear as long as one faces the actual problem, which is the need for control. To assume that unconventionality equals lack of discipline and problems with authority is very inaccurate. From what I've seen, what unconventionality signals is a reluctance with obeying authority _blindly_. Entrepreneurial minds are unconventional by definition, so a fear of unconventionality will end in rejecting all entrepreneurs that could join the organization.
I believe this fear towards unconventionality is not rooted in how the "weirdo" may harm the organizations, but in how he or she may force the employer to become unconventional himself by letting some uncertainty into the organization's culture. Accepting uncertainty implies a commitment to hard work, change and growth, as opposed to surfing the wave of inertia and traditional practices and structures. This is where the real problem lies: employers making decisions in a comfortable way, as opposed to how the world is now demanding it. Becoming an entrepreneurial spirit after years or decades of sticking to rigid practices may be too hard. But entrepreneurs like to pair with other entrepreneurs, not just to fund companies.
*If you want entrepreneurial blood in your organization, you must become an entrepreneur yourself. This is the real challenge that employers are facing. If we can overcome it, that may bring the inefficient signaling mindset down.
Let me clarify that I'm not saying one shouldn't hire people with degrees. Many things are available only in college (for now), and many people become great BECAUSE of their time in university. Universities are a great thing!
What I'm saying is that organizations that blindly default to rigid filters of talent, in order to avoid doing the work required to find and keep the right people, will be out of business soon.