I'm happy to see that governments are finally stepping up. I truly believe their involvement is critical for the growth of the economy and a more equitable future. Apprenticeships are going to be even more crucial as the future of work trends more heavily in the next 10-20 years towards "freelance work" or what some dub "pixelated workforce". Great write up!
Alberto, great piece. I agree that fellowships (a less legally loaded term than apprenticeships or internships) are much better than resumes and interviews for identifying talent, especially non-traditional talent. One thing that has been a big tailwind for my companies in this space is the gradual acceptance by big tech that equal representation in the workforce is not going to be accomplished by doubling down on traditional college recruiting channels. For companies like Major League Hacking, with a large network of students from state universities and thus a much more diverse pool of candidates, the push has come from CEO and execs to figure out ways to work with them on fellowships. I would bet that especially for new hires, which are more plentiful in the market, diversity drives a lot of the employer behavior change around recruiting practice.
Very late to this, but agreed on the representation outcomes of fellowships/apprenticeships vs pure academic experience. Also curious if this will create a new budget line for companies instead of coming from the CEOs initiatives...
100%. Without these type of initiatives being driven by C-Suite it's hard to change traditional hiring patterns/channels. Difficult for HR/L&D to drive these changes.
100% agree John, with an emphasis on recruiting outside of traditional channels. One challenge I'm trying to learn more about is how to earn budget for trying out new channels. Are there other budgets to pull from outside of the CEO's discretionary bucket? It seems hard to go via HR, but maybe that's more a framing problem than a budget problem
I'm happy to see that governments are finally stepping up. I truly believe their involvement is critical for the growth of the economy and a more equitable future. Apprenticeships are going to be even more crucial as the future of work trends more heavily in the next 10-20 years towards "freelance work" or what some dub "pixelated workforce". Great write up!
Alberto, great piece. I agree that fellowships (a less legally loaded term than apprenticeships or internships) are much better than resumes and interviews for identifying talent, especially non-traditional talent. One thing that has been a big tailwind for my companies in this space is the gradual acceptance by big tech that equal representation in the workforce is not going to be accomplished by doubling down on traditional college recruiting channels. For companies like Major League Hacking, with a large network of students from state universities and thus a much more diverse pool of candidates, the push has come from CEO and execs to figure out ways to work with them on fellowships. I would bet that especially for new hires, which are more plentiful in the market, diversity drives a lot of the employer behavior change around recruiting practice.
Very late to this, but agreed on the representation outcomes of fellowships/apprenticeships vs pure academic experience. Also curious if this will create a new budget line for companies instead of coming from the CEOs initiatives...
100%. Without these type of initiatives being driven by C-Suite it's hard to change traditional hiring patterns/channels. Difficult for HR/L&D to drive these changes.
100% agree John, with an emphasis on recruiting outside of traditional channels. One challenge I'm trying to learn more about is how to earn budget for trying out new channels. Are there other budgets to pull from outside of the CEO's discretionary bucket? It seems hard to go via HR, but maybe that's more a framing problem than a budget problem
Drop me a line Mathew, we can discuss