Bridging the gap: How untapped talent can fuel your tech workforce

In the 2012 film The Intouchables, Omar Sy plays Driss, an unemployed Frenchman selected by Philippe, who has paraplegia, as his caregiver. During the hiring interviews, there are many candidates: well-dressed men with certifications and references galore. Yet their motivation is suspect, if not off-putting.

Driss saunters in and treats Philippe refreshingly as a man, albeit with a difficult condition. The film's beauty lies in the wonderful relationship between the two men and, importantly, in how Driss's inexperience in caring for Philippe creates transformational experiences for both of them.

Sometimes, the best person for the job is the one who has never done it before.

As a long-time player in the HR tech space, I've seen a recurring question emerge from unexpected places: "How can I break into tech?" This ambition comes from recent college grads, public school teachers, immigrants with valuable skills, and even factory workers. It's a testament to the tech sector's growing allure, perceived stability, and dynamism.

I come from a similar background. My immigrant parents only had a 4th-grade education, worked in embroidery factories their entire career and didn't encourage us to look beyond their experiences or expectations. I understand the desire to break free from traditional career paths. I know the internal self-evaluation that asks if I can use my mind to improve how an embroidery factory handles shipping and receiving. Can't I do that in an industry where my opportunities are greater?

I've been in the workforce for several decades, and I've been a hiring manager many times. I've had the opportunity a few times to hire someone who didn't have all the listed expectations together, but they had a critical quality for the role. There are many things new hires can learn with a new role, but there are some things that they must bring themselves. In my experience, I've never regretted hiring someone who seemed to be a risk on paper. As a matter of fact, the hires that most often frustrated me were the ones that seemed perfect on paper, perhaps because my expectations were unrealistic or because the documentation on either side didn't adequately predict success.

There are whole categories of individuals hoping to transition to other industry segments. They often have had fulfilling roles where they excelled, but their circumstances have changed. And they wonder, can't my skills and experiences that have been so successful in managing the logistics of a warehouse, designing a learning environment for 30 students, or handling calls for an insurance provider somehow transfer? The exciting news is that the tech sector is hungry for talent, bridging the gap between physical and technological know-how. Additionally, most industries have many tech-related roles, typically hired externally.

Let's explore some actionable tips for those seeking a tech career shift:

1) Shine a light on tech-adjacent skills

Many underestimate the value of their existing skills. Troubleshooting machinery, using digital tools, and understanding complex systems are all highly relevant to tech. Focus on translating these experiences on your resume using keywords pertinent to the specific tech role you're targeting. The 2024 LinkedIn study on most in-demand skills found that 72% of tech hiring managers value transferable skills like problem-solving and critical thinking more than industry-specific experience for specific roles.

2) Target tech-enabled roles

Explore fields that blend physical and technological skills. Consider roles like field technicians (telecom equipment installation/maintenance), wind turbine service technicians, or automation specialists. These are booming areas where your existing skills can be a springboard.

3) Upskilling is key

Don't underestimate the power of focused training. Community colleges and tech boot camps offer various options, some designed explicitly for deskless workers transitioning to tech. Many online programs are also available at affordable costs.

4) Apprenticeship programs: A hidden advantage

Look for tech companies with established apprenticeship programs. These may combine on-the-job training with classroom learning, offering a fantastic alternative to a four-year degree path.

My prior role was with Clovers AI, a startup looking to impact DEIB with intelligent interviews. I had the privilege to speak with many Talent Acquisition leaders. A common concern is the search for skilled talent and the difficulty of effectively and efficiently identifying them. Current drivers in the labor market magnify this concern. The World Economic Forum (WEF) predicts that by 2025, as many as 50% of all employees will need reskilling due to adopting new technologies. This report also anticipates the growing importance of critical thinking, problem-solving, and self-management skills.

The tech sector is facing a talent shortage – yet we're overlooking a vast pool of potential! Here are some ways employers can tap into this untapped resource:

1) Reframe job descriptions

Focus on transferable skills. Highlight how problem-solving, critical thinking, and hands-on experience from deskless backgrounds can translate to success in tech roles. Minimize tech jargon to avoid discouraging potential applicants.

2) Broaden your sourcing strategy

Partner with trade schools and vocational programs that produce graduates with strong foundational skills relevant to tech. Additionally, leverage employee referral programs. Your current tech employees might know talented deskless workers eager to learn and grow. As a matter of fact, your employees may have a clearer understanding of the skills most relevant for the roles you seek to hire. A thorough understanding of the skill profile of your current employees could help identify transferable skills.

3) Adapt your evaluation methods

Go beyond traditional resumes and experience. Many have joined Tear the Paper Ceiling to raise awareness of traditional accreditation's limitations as a job requirement. Consider skills tests or practical projects that assess problem-solving and learning aptitude. Offer take-home assignments or trial periods to allow candidates to showcase their capabilities in a low-pressure setting.

4) Thoughtful ATS screening

Research by Grads of Life, Accenture, and the Harvard Business School found that as many as 90% of large companies use an automated applicant tracking system to screen resumes, filtering out about half of all applications. That same research revealed that more than 60% of employers rejected otherwise qualified candidates simply because they did not have a bachelor's degree.

5) Invest in training and development

Create bridge programs to equip new hires with the necessary technical skills. Foster a culture of mentorship by pairing them with experienced tech professionals who can guide them through the transition into a new industry.

By embracing some of these strategies and moving towards skills-based hiring, tech companies can tap into a new talent pool, creating a more inclusive and diverse workforce. In today's competitive landscape, this isn't just a feel-good initiative — it's a smart business decision. Let's bridge the gap and unlock the full potential of our future workforce together.