Tech jobs aren’t only for young “tech bro” stereotypes. In a tight labor market especially, hirers must widen their search for a more diverse set of tech talent.
Mid-career switchers can provide great depth in terms of experience and transferable skills, including working in or leading a team and communications, if companies are willing to recognize and help them level up.
With firms expanding their recruitment scope beyond top tech university graduates, the doors are also wide open for non-degree holders and mid-career switchers to showcase acquired skills or demonstrate their motivation to learn and adapt. For example, a person with experience in customer service could pick up skills like coding and data analytics to move to software engineering and create more customer-centric tools.
PROACTIVE FOCUS ON TALENT RETENTION AND ATTRACTION
As the COVID-19 pandemic raged, businesses around the globe bore the brunt of the latest labor narratives, from the Great Resignation to quiet quitting, as workers sought to redefine workplace culture for themselves.
Some top reasons employees are no longer accepting of the status quo include unclear career development, a disconnect with the company’s culture or values and a lack of workplace flexibility.
Many are in fact within companies’ control, from more purposeful employee engagement to flexible work arrangements. In a skills-first environment, companies must be mindful of providing full-time or part-time training opportunities to upskill and reskill. But training cannot be for training’s sake, companies must also provide the career opportunities that put those skills to use.
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