Guest Commentator: Jabari Adams, Managing Director, Company Relations, LaunchCode Philadelphia @launchcode
In what ways should companies be thinking outside of the box when hiring tech talent?
The tech talent market has become incredibly competitive. Large tech companies are scooping up talent and remote work has expanded the job pool for local candidates. In Philadelphia alone there are over 5,000 open tech jobs, showcasing how local companies in need of programmers are experiencing more recruitment roadblocks than ever. The good news? Thousands of Philadelphians are looking to take a chance on themselves and change industries, and there are more pathways than ever to gain industry-relevant skills and get connected to open opportunities.
LaunchCode specializes in the recruitment refresh. As a Managing Director of Company Relations, I have the privilege of supporting the next generation of tech leaders entering the market and watching them pave the way for the future of technology in Philadelphia. I also get to work with local, regional, and national employers as they expand their talent strategy plans and implement out of the box solutions to create a stronger, more diverse workforce.
If we want to effectively grow and retain talent in Philadelphia, employers have to start focusing efforts on a wider and more diverse pool. Forward-thinking companies can find success through their human capital strategy, but it takes outside-the-box thinking and a refresh of their recruitment practices! Here is what is working in Philly:
- Hiring for skills and potential, not a degree. Talent pools shouldn’t be limited to those who have the access and funds to obtain a degree. Graduates from coding bootcamps, alternative skilling programs like LaunchCode, and self-taught learners have transferable life and work experience that can greatly benefit a team’s success. Companies like Boeing and Mastercard hire LaunchCode graduates and find their range of backgrounds and experiences create a more dynamic work culture.
- Utilizing apprenticeship models. Apprenticeship models can help companies onboard entry-level technologists in a low-risk format. Apprentices may be novices, but learning on the job allows managers to teach them a specific skill set and ensure that candidates are a culture fit. There are many organizations and programs to source apprentices from, so instead of recreating the wheel on an internal process, implement one that’s already been perfected.
- Identifying opportunities to upskill existing employees. There is a great pool of candidates in our existing tech workforce! Instead of attracting new talent, consider upskilling employees who have demonstrated an aptitude for learning new skills and are interested in a technical career path. Comcast’s Grows to Code program, for example, trains frontline employees to become software engineers.
Through Recharge & Recover PHL, the Chamber is working with our members to position Greater Philadelphia as a region that offers the new national model to learn, apprentice, and work in the jobs of the future.
This objective is part of five aspirations of Recharge & Recover PHL with the aim to support not only Greater Philadelphia's recovery but to also provide a means to differentiate our region for decades to come.
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Cybersecurity: A Middle Market Executive Roundtable
Wednesday, September 21, 2022 | 8:30 AM – 10:30 AM
Join us for our first Middle Market Executive Roundtable of the year, which will focus on cybersecurity. You will be hearing from Margaux L. Weinraub CPCU, ARM, CPLP, CCIC, Cyber Practice Leader. The Chamber’s exclusive Middle Market Executive Roundtable series provides middle market business leaders with deep dives into timely topics allowing for real-time discussion to help mid-sized companies recharge, recover, and grow.
