Why The Demand For Technical Skills Continues To Increase
The technology sector is the fastest-growing part of the American economy, with companies from every industry rapidly integrating new technologies into their operations. As those technologies become embedded in and essential to every firm, the demand for workers with technical skills will only accelerate.
The Skills Gap
The problem is that American universities don’t produce the volume of technical workers needed in the modern economy.
According to one estimate, tech companies posted 3.9 million tech jobs in 2019, while universities produced just 65,000 computer science graduates.
The volume of skilled candidates isn’t the only issue.
Software and web development are constantly evolving specialties that require frequent reskilling and upskilling. Expecting university faculties to update their curriculum fast enough to keep pace isn’t realistic.
Alternative education vendors and credentials are only just beginning to emerge and scale. In the meantime, the inability of traditional educational institutions to meet the demand for skilled workers has created an ever-growing skills gap.
According to the research and advisory firm Gartner, nearly a third of all job openings in critical roles go unfilled for five months.
Bloomberg recently reported that “fifty percent of firms had job openings they could not fill last month (August 2021).” And the Los Angeles-based consultancy Korn Ferry estimates that the American technology sector will face a talent shortage of approximately 4.3 million workers by 2030.
The Opportunity Gap
The skills gap is just part of the story, seen through the lens of firms seeking talent.
Millions of unemployed and underemployed Americans send countless resumes into the digital ether and get almost no response from employers. When they actually get responses from employers, they often say their skills and qualifications aren’t a “match” for the role.
Bright and eager individuals who invested in expensive college degrees or bootcamp certificates believing these credentials would help them secure good jobs are left languishing in unchallenging and under-compensated work.
Job seekers without the exact competencies employers covet face under-appreciated challenges and constraints.
Individuals working paycheck to paycheck often don’t have the time or means to pursue new educational opportunities. If they do invest in more education or training, they have to make sense of the cacophony of education vendors claiming to deliver the skills and credentials they need.
And those who have already taken on education debt for credentials that didn’t lead to a good job might be risk-averse to further investments in education. Job seekers not only need educational options they can afford, but options that are concretely related to in-demand roles. They also need reliable career resources, professional networks, mentors, and ideally, a chance to get their foot in the door to learn on the job.
Let’s face it, our economy doesn’t just have a skills gap, it has an opportunity gap, and organizations in need of skilled talent must take a more proactive role in bridging these gaps.
The burden of skill acquisition shouldn’t fall one hundred percent on the job seeker.
Firms need to create entry points and onramps for talented people with the right traits to learn the harder skills they need. And larger companies especially shouldn’t expect all their talent needs to be met in simple labor market transactions – this is passive, not proactive.
There is no shortage of talented people who want challenging work and upward mobility, but they need career pathways they can realistically pursue.
Bridging The Skills & Opportunity Gap
Why Innovating And Keeping Up To Date Is Crucial
Successful technology companies know that to innovate and keep pace with advancements in web development, artificial intelligence, and other technologies, they need to update their workforce development strategies.
They know that building diverse workforces that reflect a diverse customer base requires a broad talent acquisition strategy. That’s why apprenticeship programs are fast becoming a key pipeline for companies to cultivate talent.
While many tech companies are building their own apprenticeship programs to help address their talent needs, not all companies have the infrastructure to create in-house programs.
That’s where intermediary apprenticeship programs like DevPipeline come in.
DevPipeline executes candidate recruitment, designs the curriculum, provides training and mentorship, and takes care of all the necessary certifications.
For firms without the time or human resource capacity to provide hands-on training, programs like DevPipeline can step in to bridge the gap.
DevPipeline provides skills training and first opportunities to hungry, teachable individuals looking to break into tech.
Fifteen fearless interns are currently receiving foundational training and will be eligible for employment with DevPipeline or their Employer Partners this December.
DevPipeline provides training in the following areas:
Soft Skills – Key attributes we cover include: communication, teamwork, collaboration, and emotional intelligence
Coding Foundations – Covers the skills that are common across languages and frameworks. Apprentices learn how to learn like a developer.
Tools, Technology, Process – Apprentices learn the tools that help them manage time, communication, and projects. They learn how to operate productively in an agile working environment, how to map out their days and weeks as developers, and best practices for accelerating their skill development.
Why You Should Consider Expanding Your Talent PipeLine
Is your company looking to broaden your talent pipeline, but you don’t have the resources to build your own apprenticeship program?
Workforce development programs like DevPipeline allow firms to cultivate the web development and engineering talent they need and observe apprentices as they work on real projects, without designing and executing the program themselves.
Corporate partners, nonprofits, philanthropists, impact investors, and government agencies are working together to help solve the tech talent shortage and change the lives of job-seekers across the country.
To learn more about DevPipeline’s web development apprenticeship programs, visit devpipeline.com. You can also contact us at email@example.com!