Currently, there are 3 million available tech jobs in America, but the nation’s colleges produce only 80,000 computer science graduates each year. On top of that, too many employers seek candidates from too few schools.  As a result, America’s technology employers are facing a huge  shortage of qualified workers to fill open positions, leading to fierce competition for a limited number of candidates, along with active poaching of talent between employers.

And the need for talented tech workers is growing. The tech sector is the fastest-growing in the U.S. economy — it accounts for 12% of the country’s GDP.¹ In fact, new tech jobs are expected to grow by 8 million by 2023.² Where will tech employers source the candidates to fill their talent pipelines in the coming years? 

To be sure, it’s a challenge. Historically, employers have recruited new hires from a finite pool of candidates, primarily those who’ve attended elite colleges and graduated with STEM degrees (science, technology, engineering and mathematics). Yet, only 35% of college-age Americans have college degrees, and even fewer have STEM degrees from “elite” schools. As a result, employers often  poach talented employees from their competitors.

This paradox has given rise to the perception among tech employers that the talent shortage lies in a “skills gap” — that is to say, they believe that the labor market lacks qualified individuals with the “right” skills. Seemingly, this problem has been exacerbated by the economic turmoil brought on by Covid-19 pandemic, which, according to the World Economic Forum, “‘has made the skills gap broader, and the need to close it more urgent.”³

More than a skills gap, however, the pandemic has brought to light that tech employers must re-imagine the hiring process. It’s time to flip the script so that, as the Brookings Institution aptly noted, “Instead of focusing on the skills gap, we argue that it’s time to focus on closing the opportunity gap — not only for the benefit of individuals who have been shut out of the labor market, but for society as a whole. Cultivating and investing in diverse talent can unleash regional innovation, economic growth, and community well-being. Investing more equally in our ‘lost Einsteins,’ scholars have estimated, would likely quadruple the rate of innovation in the U.S.”⁴

Closing the opportunity gap provides tech employers the chance to push the boundaries of innovation and infuse growth into their companies, as well as into the marketplace and economy at large. For the industry to continue to flourish, employers should consider embracing a new kind of diversity in the workforce — one that accounts not only for criteria such as gender and ethnic diversity, but that also embraces education and experience beyond the elite pedigree on which too many employers have come to rely. 

In other words, employers must open themselves to opportunities beyond traditional pathways to employment. Apprenticeships are one such avenue tech employers can utilize to create a home-grown, highly skilled 21st-century workforce. To that end, Apprenti has the expertise and capabilities to bridge the talent and diversity gap with a time-tested model of apprenticeship while helping employers develop untapped talent and strengthening the nation’s technology workforce. 

Why Apprenticeships?

Apprenticeships are not a new concept. Currently, more than 500,000 American workers are in apprenticeships, allowing them to earn an income while learning valuable skills on the job. What’s more, apprenticeship programs are as applicable to professional roles as they are to  “trade”-oriented occupations. They now include so-called “new collar” jobs — those that are neither considered white- nor blue-collar, but in the middle. These “new collar” roles include technology jobs.⁵

In addition, these roles don’t require a traditional four-year college degree. They can be accessed if employers choose to make them available to workers with demonstrable relevant competencies and skills, such as intellectual curiosity and a willingness to grow and learn on the job.⁶

By leveraging national apprenticeship programs as a clear pathway to certified talent and qualified candidates, Apprenti plays an integral role in meeting the ever-evolving talent needs of tech employers on a national scale while also helping companies realize a measurable return on their investment. Apprenti has a proven track record of reaching and engaging a larger pool of smart minds and dedicated talent.

How does the process work? 

For starters, Apprenti identifies potential candidates from non-traditional sources — via the apprenticeship program, for example, veterans and former gig economy and retail workers have successfully transitioned to technology careers. The goal is to source candidates with transferable skills, along with the passion and aptitude to move into a career in the tech field. 

Moreover, Apprenti can save employers 20-25% of the cost of traditionally sourced talent. Essentially, candidates self-select into Apprenti’s application process. Applicants must aspire to a career in technology, be 18 years or older, have at least a high school-level education and be eligible to work in the U.S. (I-9 eligible) for the program’s duration. 

However, the process doesn’t stop there. Each candidate Apprenti engages undergoes an intensive proprietary competency screening, assessment and vetting process before being presented to hiring partners for face-to-face interviews. In addition, when those candidates are presented, Apprenti supplies twice as many as requested, further broadening the hiring pool and providing employers with additional opportunities to hire candidates who fill their needs. 

Once accepted into the apprenticeship program, candidates participate in a two-to-five-month full-time technical training program. Prior to the Covid-19 pandemic, these classes were held in person, however, Apprenti has leveraged the virtual environment and technology to facilitate training across companies and, indeed, across the country. 

Once they’ve completed their technical training, apprentices receive a full year of on-the-job training with their employer at a reduced wage, further mitigating hiring costs. After graduating, apprentices have opportunities to qualify for full-time employment at their hiring company.

Additional Benefits

Apprenticeship programs provide benefits beyond reducing talent acquisition challenges and related costs. These programs make the employment relationship “stickier” for both the employer and the apprentice. Having an apprentice on board gives employers the opportunity to train potential future employees on their workflows, procedures, and culture, and essentially, “trial” the relationship before commiting to a full-time hire. 

Further, apprentices tend to be more loyal, increasing the likelihood that they’ll remain with an employer for several years, thus boosting morale, engagement and productivity while also reducing potential turnover costs. Some studies estimate the average replacement cost of a salaried employee is six to nine months’ pay  — others say it’s as much as twice an employees’ annual salary⁷ — so it’s easy to see why apprenticeship programs make sense from a cost benefit perspective.

Apprenti works with 55 technology companies across the country, and growing. Its employer partners include Microsoft, JPMorgan Chase., Wayfair, Scripps and more. 

Learn more about working with Apprenti and become a hiring partner, or sign up for our upcoming virtual event on October 27, 2020.