Anyone working in the IT sector knows that the talent gap is real. This 2019, industry experts estimate that 2 million roles are unfilled in the cybersecurity department alone, which is only one of many segments in IT. Even though it seems that the tech industry has become more dynamic, fast-moving, and innovative than ever, a challenge in recruiting top talent is growing behind closed doors.
Unfortunately, diversity efforts have dropped considerably across the entire industry. For instance, a Pew Research Center report reveals that despite an impressive 338 percent increase in computer-based jobs in the US since 1990, only 25 percent of those new roles were filled by women.
The same pattern persists when looking at people of color and underrepresented communities. It’s clear that something must be done to deliver the results and growth that end consumers demand from the tech industry. And it all starts with embracing diversity.
1. Rethink Formal Qualifications
Interestingly, a mere 23 percent of cybersecurity experts believe that students with an IT degree are well-prepared to take on their roles in the industry. This begs the question: Why do most job descriptions still request a bachelor’s degree?
While degree holders can undoubtedly do well in their respective roles, some positions don’t require as much formal education as real-world problem-solving skills. It’s high time to consider removing formal qualifications and focus more on the passion, excitement, and other capabilities of potential hires.
Instead of relying exclusively on traditional resumes, human resource managers can turn to icrunchdata, a tech job board that reaches and procures some of the best talent in the IT jobs sector and provides other relevant information in the tech and data marketplace.
2. Put Diversity At The Core Of Business Operations
It’s difficult to develop new habits but including diversity in the organization’s DNA proves to be an excellent start. In the human resources department, for example, every action should be scrutinized and evaluated against the company’s overall diversity efforts.
This may come in the form of placing a woman on every hiring panel, thus giving female candidates a fair chance to be heard. Recruiters can also set goals to bring a more diverse talent pool to the company.
3. Recognize Unintentional Biases
Until careful examination, a company may not realize how strikingly similar their employees are in education, gender, race, and ability. Hiring managers may be drawn to pick candidates with similar educational backgrounds as their own. Somebody who thinks differently may not even be remotely considered for the position.
The brain is hardwired to gravitate toward familiarity, which means it requires a conscious effort to break free from this mindset. Thought diversity offers plenty of benefits for any organization. Research shows that it enhances creativity through learning new perspectives and information, ultimately leading to improved problem solving, decision-making, and innovation.
Competition continues to intensify in the tech industry. More companies are looking for top talents to drive growth and innovation, but only a few understand how to do so effectively. It is only through correcting the flaws in their recruitment process and understanding the importance of diversity can they start bridging the talent gap and inch closer toward achieving bolder ambitions.
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