Wiley Edge on LinkedIn: Entry-level entry barrier: Gen Z's tech career journey prolonged, study… (2024)

62% of Gen Z respondents said they found it harder to secure a role in Tech than they had expected.But new graduates shouldn't be disheartened as the research showed that in smaller firms and sectors such as retail, healthcare, finance and manufacturing, the opportunities for skilled tech workers are abundant, but knowledge of these opportunities is less known.This is where working with experienced Recruitment professionals in your sector can add real value - as their advice and support with the search and interview process can really help! https://loom.ly/tviMMg8#CareersInTech #GenZ #SFTechnology #RecruitmentExperts

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Starting a career in tech is proving a major challenge for Gen Z professionals, especially for women and ethnic minorities, with 54% taking between 4 to 9 months to secure their first entry-level role.According to Wiley Edge’s Diversity in Tech 2023 report, 18% of this generation’s budding tech workers took 10 months or longer to start their careers.Just 28% of respondents managed to secure a role within three months or less, meaning many are facing anxious waits to start their careers after university.As a result, 62% of Gen Z respondents said they found it harder to secure a role than they had expected.“While it’s promising that so many Gen Z professionals are trying to make a name for themselves in technology, it’s disheartening to see that so many are facing long waits to make their career dreams a reality.“Education is paramount in helping tech careers become more accessible. Gen Z professionals need to be made aware of the rewarding and good-paying tech roles outside of Big Tech. Whether in smaller firms or sectors such as retail, healthcare, finance and manufacturing, opportunities for skilled tech workers are abundant, but knowledge of these opportunities is less so,"💬 Khadijah Pandor, Head of Partnerships at Wiley EdgeRead here 👉 https://bit.ly/44QKTho #Report #Technology #Employment

Tech Talent Recruitment: Insights from MITThe MIT Technology Review Insights study reveals crucial challenges in tech talent acquisition, highlighting the evolving landscape of recruitment. Traditional approaches are giving way to more dynamic strategies, as companies grapple with high demand for skilled professionals, the rapid pace of technological change, and the need for effective training and development programs to keep pace with industry innovations.In response to these challenges, the article states: “Companies are all looking for ways to address this talent shortage in the short term. As the Great Resignation has given way to a Great Reshuffle, with tech employees—including those affected by the tech layoffs of late 2022 and early 2023—seeking new roles that meet their needs for flexibility, work-life balance, and career growth, some employers have seen the opportunity to differentiate themselves with their career offerings. They compete fiercely to offer the best salaries, benefits, and working conditions; court freshly minted university graduates as well as experienced talent; and bring on contract and temporary workers to bridge the gap."🔗 Read the Full MIT Study - https://encr.pw/mit-studyMIT Professional Education#techroles #cto #startuphiring #ceoinsights #hiring

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Skills-based hiring works, but we’re going backwards when it comes to tech roles. Despite excellent work by multiple nonprofits and corporations to advance skills-based hiring, the majority of global companies are moving in the opposite direction. Our recentsurvey, spanning eight countries and 16 industries, found that 61% of global employers of entry-level tech talent actuallyincreasededucation or work experience requirements over the past three years. However, we also found good news coming from the24% of employers in our survey who removed education or work experience requirements in favor of skills-based criteria like certifications and tech assessments. Fully84% of this pioneering minority reported that the people they hired through skills-based methods for entry-level tech roles performed as well or better on the job than individuals hired using the traditional methods.While change may indeed be coming, it’s coming far too slowly – my article in Fast Company: https://lnkd.in/eHTDHjEbThe Hg Foundation Bank of America MetLife#TechHiringRevolution #skillsbasedhiring #skillsfirsthiring #tech

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Is it difficult to find good candidates? Increasing requirements for degrees and previous experience might not be the solution. Generation is providing real and actual opportunities to (re)enter the labour market training unemployed people on the very skills that companies are actually looking for, regardless what candidates might have studied or not at school or university (with the secret sause of active coaching!). It works very well both for companies and for the Generation graduates! It is an example of skill based hiring. Read the post from Mona, Generation Global CEO

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"#Skillsbasedhiring hiring works, but we’re going backwards when it comes to #tech roles. Despite excellent work by multiple nonprofits and corporations to advance skills-based hiring, the majority of global companies are moving in the opposite direction. Our recentsurvey, spanning eight countries and 16 industries, found that 61% of global #employers of entry-level tech talent actuallyincreasededucation or work experience requirements over the past three years. However, we also found good news coming from the24% of employers in our survey who removed education or work experience requirements in favor of skills-based criteria like certifications and tech assessments. Fully84% of this pioneering minority reported that the people they hired through skills-based methods for entry-level tech roles performed as well or better on the job than individuals hired using the traditional methods, " ~Mona Mourshed, Generation's founder and CEO.https://lnkd.in/emJNrne3

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Tech degree? Non tech degree and certification? Certification and no degree? When employers reviewed blind resumes, they were equally likely to offer an interview to candidates with degrees or with certifications. BUT there is still a gap to close when it comes to gender. Read more to find out!

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For employers who have struggled to attract top tech talent this year, turbulence in the tech sector could represent an opportunity for candidate acquisition.Check out what Forbes has to say about what companies should consider about the next set of graduates as they recruit and hire early tech talent!https://lnkd.in/eVyFA_zi #tech #techcommunity #techtalent #techtrends

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I see loads of linkedin recruiter posts every week trying to encourage employers to 'bring back the entry-level' job. Too many job adverts at emerging talent level ask for work experience. It is a big problem - which impacts people entering the sector - a sector which has significant skills gaps. We are launching a Global Employer Coalition for forward-thinking employers looking to experiment with recruitment methods to increase talent at entry level. If you believe tech hiring is a challenge and something needs to be done; come on board and be part of the journey 🚀

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“To repair tech’s broken job ladder, employers should radically rethink how they approach the very first rung,” a new report concludes. Some experts have ideas on how to do that. Ramona Schindelheim reports: https://lnkd.in/e49epT2qSo what’s the problem?“You must have previous work experience, and that is often six months or a year or more,” says Mona Mourshed, founding global CEO of Generation. “So, how can you get started if you can’t get started? The vast majority of those entry-level jobs require you to have a bachelor’s, a STEM background.”Read about what a panel of experts came up with: https://lnkd.in/e49epT2q#TechJobs #STEMjobs #CareerPathways #EntryLevel #TechCareers #underrepresented Eduardo Kassner Microsoft Scott McKinley EMA Partners Carrie Varoquiers Workday Jane Moran Benevity Bank of America Michael Zarcone MetLife Foundation The Hg Foundation

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