Talent Gaps

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Hiring managers in the tech space are well aware of the documented and widening tech talent gaps in the market. And despite this challenge, many companies are still focusing on traditional hiring processes for tech talent, all the while lamenting how difficult it is to find the right candidates. If you want to overcome the tech talent gap, it’s time to rethink your approach to hiring.

Do All Roles Actually Require A Four-Year Degree?

One of the reasons why many organizations struggle to find great tech talent is a narrow-minded adherence to a four-year degree minimum requirement for entry level jobs.  Employers that reject entry-level applicants without a bachelor’s degree are missing out on opportunities to hire talented people and diversify their workforce.

The argument for four-year degrees tends to lean towards the depth and breadth of a college education, but most any college graduate in the workforce will attest to the fact that it was only with real-world experience that they learned critical success factors like soft skills.  For example, someone who worked in retail for 5 years and put themselves through a coding boot camp could be precisely the best person for an entry -level development job since they already know how to deal with difficult people, work under pressure, and manage demanding schedules.  In order to truly close gaps, employers must rethink four-year degree requirements and remove the barriers where those degrees aren’t 100% necessary.

Committing To Ongoing Training

Once a non-traditional employee is hired, it is important to give them a clear path towards success. If they think they will be blocked out of advancement without a four-year degree, you won’t be able to retain them for very long.

Commitment to ongoing training to help non-traditional employees build their skill sets is essential for job satisfaction and long-term retention. Things like tuition and certification reimbursement, sponsorships to boot camps, etc., helps you develop the skills you’re looking for in your workforce and shows non-traditional employees they have a future with you.  Employees are far more likely to stay with an employer that invests in their future than one who hires them and leaves them to their own development devices and provides no clear path for advancement.

Utilizing Subject Matter Experts

Not all hiring in the tech sector must be permanent and full-time.  A simple and cost-effective way to close the tech talent gap is to embrace the idea of working with contract professionals on a short-term basis. Many talented tech pros have fled the traditional job market for the flexibility of contracting. Working on a short-term basis allows them to focus on specific projects where they can utilize their best skills. Opening your business up to tech contractors can help control costs while providing access to a host of talented professionals you wouldn’t have otherwise connected with if you sought a more traditional path.

If you are looking for ways to control costs, shorten your time-to-hire while simultaneously improving the quality of your hires and closing the skill gap, partner with the IT talent experts at Talon.  To learn more about the ways we can help you achieve your hiring and retention goals, contact us today.

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