Qualifications, credentials, and experience remain vital considerations when assessing candidate suitability for a key role. We’re not here to debate that. What we ARE here to do is to propose a rethink about what constitutes applicable (read: relevant!) qualifications, credentials, and experience. Because what you really need in your candidates today, can’t necessarily be measured by traditional means. What you need are people with lifelong commitments to learning, the ability to easily and quickly adapt, growth mindsets, and a fluent command of modern tools and technological advances.
There was a time when a college degree was virtually the sole measure of job-readiness. That time is gone. There are simply too many other, more effective ways to find and vet crucial talent. That’s not to say a college degree can’t be a key factor; it can. But in today’s hiring environment, the need for specific skillsets is too intense, the pace of change too rapid, the competition too fierce. Companies often need truly rarefied talent, and they’re realizing a college degree is no longer the best determinant of suitability. Agility and flexibility are vital, real-world experience, critical. There is a genuine need to reevaluate hiring practices, and the most innovative companies are already doing so.
The current hiring landscape brings with it some significant challenges, and Udacity understands how difficult it is to keep up with the pace of technological change. But we also know that you’re committed to overcoming whatever hurdles stand in your way, and that talent acquisition is instrumental to your company’s success. Through our work with dedicated learners driven to pursue the most amazing career opportunities available, and courtesy of our critical industry partnerships, we have been able to amass a wealth of insight into the state of today’s hiring needs, and we believe we have found a way for you to hire faster better, and smarter.
Job-seeking military veterans are ultra-competitive candidates. They have proven track records and in-demand skill sets. Sometimes their value gets lost in translation, but here you’ll find some of the crystal clear benefits for recruiting and hiring them.
Currently, there are many commendable initiatives advocating for the hiring of military veterans. I greatly appreciate every organization and individual concerned with the interests of our country’s transitioning service members. However, as a military veteran myself, I’d like to turn the tables and focus on how hiring military veterans is a lucrative move for companies across every industry. Here are just five of the many amazing benefits of hiring veterans:
For decades, an effective learning and development program has been considered an important part of an employee engagement and retention strategy. New research, however, shows that its level of importance has been understated—significantly, perhaps even tremendously.
Having happy, motivated and engaged employees is critical for organizations. Engaged employees power growth and innovation. According to Gallup, companies with highly engaged workforces outperform others by 147 percent in earnings per share and have 25-65 percent less turnover, depending on whether they are low- or high-turnover organizations.
Is there a skills gap crisis? Are organizations right to be worried about workforce capability? The pressure to innovate, to be agile, and to adapt has certainly never been greater. And talent has never been more transient, nor have both recruiting and retention ever been so challenging. But a crisis?
Business leaders are certainly expressing concern. Only 28 percent of business leaders believe their organizations are “ready” or “very ready” in the area of workforce capability, according to “Deloitte’s 2015 Global Human Capital Trends 2015” survey. Which obviously means 72 percent of business leaders are worried.
“Never has there been a greater need for people who not only understand concepts at work, but can put them into immediate practice to move the business.” – Nate Edwards, Vice President of AT&T University
Sophisticated, progressive technology is an indispensable necessity for any business that wishes to maintain relevancy in the modern global climate of rapid growth, innovation, and change. Companies must not only transform how they provide goods and services to consumers; they must transform internally as well. To be competitive, companies need extraordinary talent. Upskilling your workforce is one of the single most important projects your organization can undertake. AT&T, recognizing the critical importance of internal development, recently took some remarkable steps to upskill and transform its workforce.
Since its founding in 1885, AT&T has been no stranger to change. Because of its ability to embrace transformation, the company is even more relevant today than it was over a century ago. Its most recent evolution, from a telecom company to a full-fledged technology company, hinged on the upskilling of thousands of employees.
Your single most important asset on the road to innovation is the quality and the talent of your tech team. It has never been more important to ensure that learning and development programs are providing your with the return on investment needed to innovate, stay ahead of your competitors, and meet your growth objectives.
Today, competition in recruiting and hiring for technical positions is at an all-time high.
Organizations large and small are being forced to reevaluate how they develop and retain talented teams through L&D programs. Nurturing, training, and developing talent is essential to a company’s growth and it’s vital that the correct training provider is chosen to meet these objectives. To help breakdown the process of finding an L&D partner, we’ve built a roadmap to help you through this dynamic decision making process. These factors will help you identify the training partner, which will transform your learning initiatives and your talent into a winning team.