Silicon Valley has long been a breeding ground for innovation and a catalyst for change in the global job market. In recent years, companies have become more open to considering applicants who may not possess a college degree or traditional years of experience. This shift in hiring strategy is primarily driven by the need to cope with the tech talent shortage.
Here, we will delve into the trend of skills-based hiring and explore how Silicon Valley's tech unicorns and corporations have embraced and implemented this approach in their talent acquisition strategies.
Even in uncertain economic circumstances, companies around the world are facing the challenge of attracting and retaining highly skilled candidates. According to a World Economic Forum report, over half of the workforce will need reskilling by 2025 to keep pace with rapid technological advancements. The skill gap was further highlighted in a 2023 AWS report, with 72% of US businesses facing difficulties hiring workers with the necessary digital skills. Among them, approximately 43% of employers attribute this challenge to a shortage of qualified applicants. Without proactive measures, this trend is predicted to persist, leaving up to 85 million unfilled jobs worldwide by 2030.
The Harvard Business 2017 Report further emphasized the talent challenge, “In today’s economy, we cannot afford to let the lack of a college degree become a barrier to entering the workforce or seeking careers.” As a result, the research from McKinsey Global Institute 2022 emphasized the role of skill-based talent management in addressing this growing issue.
The National Bureau of Labor Statistics estimates that by 2024, the US labor force will have a 25% older demographic composition. This demographic shift underscores the increasing importance for IT businesses to invest in training and development programs, catering to individuals of all ages. In tight labor markets, expanding the talent pool beyond candidates with the right degree or previous job title can bring up to 22 times more skilled candidates into the fold.
McKinsey Global Institute research underscores how skill-based talent acquisition and management can bridge the skill gaps. This approach calls for investing in comprehensive upskilling and establishing the foundation for skill-based talent management. Organizations need to shift their focus from valuing prior experience or relevant job titles to appreciating future learning and development potential.
IBM, a global technology giant, was one of the early adopters of the skill-first hiring approach. Under the leadership of Ginni Rometty in 2016, IBM introduced the concept of "new collar jobs", emphasizing specific skills rather than four-year degrees. This strategic shift has resulted in a significant reduction in job openings requiring traditional qualifications. IBM's skill-first approach opens doors to diverse talents, nurturing their tech abilities through upskilling and training programs.
IBM's success story is echoed in its apprenticeship program, offering more than 35 roles ranging from cybersecurity to software development. In a recent conversation with LinkedIn, Kelli Jordan, Vice President of IBMer Growth and Development shed light on the importance of skills and training programs, “Skills today are expiring at a rate that we’ve never seen. Something you know today is not going to be valuable five years from now in many cases, and with technology that’s even more amplified.”
Microsoft recognized the impact of the global pandemic, especially on those with low incomes, women, and underrepresented minorities. To accelerate economic recovery and inclusivity, Microsoft launched a global skills initiative aimed at providing digital skills to 25 million people worldwide. Nearly a year later, LinkedIn joined the force to extend the commitment and upskilling opportunities across the globe.
Microsoft’s initiative aligned with the changing nature of work in the age of AI and the talent shortage. It opened doors to diverse candidates and equipped the potential workforce with future-proof skillsets. This shift towards skills-based hiring not only benefits job seekers but also allows employers to incorporate Corporate Social Responsibility into operation and tap into a more inclusive and efficient labor market.
Remote/hybrid work become a new norm worldwide, supporting the concept of skill-based hiring as it removes all the barriers in traditional recruitment. In a recent conversation between LinkedIn’s CEO Ryan Roslansky and Harward Business Review, he mentioned the importance of a skills-first mentality in the recruitment process. The focus on skills over degrees and connections has created a more equitable workplace and provided work opportunities for all.
Telva McGruder, Chief Diversity, Equity, and Inclusion Officer at General Motors, told Fortune’s Phil Wahba “It’s not necessarily the be-all, end-all indicator of someone’s potential.” Understanding the importance of a skill-first mentality, Accenture also introduced its apprenticeship program as an act to nurture non-degree holders into its talent pipeline.
Silicon Valley's giants have set a precedent, and it's time for businesses of all sizes to embrace this talent acquisition approach. At Virtual Internships, skill-based hiring is at the core of our operation. Our mission is to collaborate with educational providers, governments, and global companies to bridge the gap between academic learning and real-world experiences. Through remote industry-led projects, we provide integrated learning experiences that enable candidates from diverse backgrounds such as first-gen students, women returners, or refugees to gain work experience and develop career readiness competencies.
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