Education Spotlight
costs by investing in future capacity, cultivating overlooked talent within their own regions. Tis could come through apprenticeships run across the year, or purpose-built training schemes designed in collaboration with tech experts. Tese initiatives might target young people outside of traditional
education pathways, or could focus on reskilling adults later in their careers looking for a change. Whichever the chosen path, not only is it a more cost-effective approach to hiring; it also allows businesses to train talent with the right skills for the role.
Leading by example with the public sector Contractor-based models employed by government departments are immensely expensive and do not always represent good value for money. Te generalist contractors may not always fulfil the exact needs that departments require, leading to a lot of training within the role regardless. As a result, nurturing overlooked tech talent is vital to the future
of the public sector. Low salaries are oſten cited as a key barrier to entry for talent,
and consequently, it is worth investigating the hiring process in the public sector and addressing wage challenges. However, while it is true that governments cannot always compete with the biggest, most innovative tech companies out there when it comes to salary, it is debatable if they even should. Focusing on salaries alone when hiring new talent means overlooking the true value of public sector work and the skills they may want. In a world where fulfilling work is valued just as much as wage for many, high salaries can be irrelevant if they are not matched with work that makes a real difference. For the public sector, the NHS’ drive for vaccination rollouts over the past two years is a good example of this. Te key for public sector organisations is to make the most of
untapped sources of talent and help cultivate them to meet specific needs. By clearly communicating all the benefits they have to offer, such as transferrable tech skills that will set them up for life, and a chance to play a role in driving real change in society, it will help attract the best candidates.
Looking beyond tech companies Tech companies are not the only ones that need to fill their skills gaps. Businesses of all shapes and sizes rely on technology today, and roles in these businesses are no less ‘valid’ or less important than those at the biggest unicorns and multinational tech companies. However, it is difficult for smaller businesses
to compete for a finite pool of talent when they are pitted directly against larger businesses. Te solution lies in making the most of potential skills, rather than existing ones. Te biggest companies oſten look for recruits who travel through the same education and training pathways and acquire similar skills, leaving others without traditional certifications out of the running for the job. Companies also engage in fierce competition to draw in talent, offering comprehensive benefits for new joiners with the desirable skillsets. Access
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and placement schemes can help by widening access to tech skills for those usually overlooked by the tech industry and bringing in diverse workers into a company, offering the same skills alongside the security of a fulfilling job in tech aſterwards. Additionally, businesses should consider the skills that they need
alongside the competencies required for the role. Employers desire professionals with problem-solving skills, a fresh perspective, and a growth mindset – all of which are harder to train than tech skills. By widening access, companies of all types can find burgeoning talent that will help their organisation grow. As well as sourcing new talent, businesses should carefully
consider the scale of the tech platforms and skills they really need. Te approach is not about buying the newest or shiniest technology, but employing what businesses need to meet their requirements. For example, rather than a full IT stack and an army of tech experts, an organisation may need a flexible framework that requires modest tech skills to run, meaning more employees are able to get involved. Tis type of ‘low-code’ environment is a cost- effective solution for businesses that struggle with a talent gap, but do not need extra skills to fulfil their requirements.
Trying something different In the face of the ongoing talent shortage, companies cannot keep
trying the same strategies and expecting different results. Te underlying fact is that talent is out there, but many businesses are just looking for it in the wrong places. Te more organisations of all shapes, sizes, and sectors can look to hire on potential rather than existing skills, and include new, diverse demographics in the hiring process, the more likely they are to secure the capabilities they really need and set themselves up for the future. Addressing the digital skills gap is not just a numbers game. It’s
about sustainable jobs for now and for the future, and widening the net so that people of all kinds can join the companies that best fit their needs, and make a difference.
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