Experts weigh in on how their companies find technical talent in unlikely places.
Creating fully remote positions expands where companies can look for top talent, says Gunjan Aggarwal, chief people officer at RingCentral. "Companies should also think about developing alternative ways of entry into their workforce, like apprenticeship programs targeted at people looking to make mid-career changes," she says. "We bring them on for up to six months and help them hone their skills through an apprenticeship aimed at converting them to full-time employees."
Pluralsight has partnered with other organizations on programs to grow its tech workforce from within, says CEO Aaron Skonnard. "The most effective way to find qualified tech candidates in unlikely places is to build a reskilling program that provides employees in non-tech roles the opportunity to explore technology roles," he says. "If you build it, they will come."
Intuit is diversifying how it seeks talent, says Niall O'Rourke, vice president of talent acquisition. "We are partnering and creating programs with HBCUs [historically black colleges and universities] and HSIs [Hispanic-serving institutions], and several diversity focused industry organizations, to accelerate the hiring of top talent from underrepresented groups. We are also investing in hiring in new locations where there is a large community of diverse engineering talent," he says.
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