The traditional degree route is no longer enough. Gen Z is going to need other forms of training if they are to plug our skills shortage.
Gen Z are the next generation of tech talent. They are increasingly taking up roles in the workforce, with data showing that people under the age of 25 will make up over a quarter (27 per cent) of entry level roles within just a few years. With this new influx of talent comes great potential to transform and disrupt the technology workplace. It is crucial that we give these young workers attention, and invest in their development to champion the skills of the future.
But despite being known as “tech-savvy”, the generation who didn’t know life before technology may actually be less equipped for a technical future than we would expect. Traditionally, we see Gen Z attending university to build their skills in technical areas, but university alone won’t meet the market demand for tech skills in an industry already with a tight labour market. Unfortunately, the skills learnt in education can quickly become obsolete with the pace of change in the industry.
This reality doesn’t go unnoticed by young workers. Only a third of Gen Z adults have enough resources to build the digital skills they need to thrive in the tech industry, and half agree their education has not adequately prepared them to enter the labour market. And with UK businesses increasingly prioritising candidates with specialist skills over degree requirements, it is clear that more must be done to help Gen Z break into the tech industry.
As workforce shifts continue, businesses need to support Gen Z talent to develop specialist skills with upskilling opportunities, investment in apprenticeships and certifications to boost the talent pipeline and drive innovation. So, how can this be done in reality?
Prioritise upskilling beyond university
Many companies tend to rely on young graduates to help fuel their talent pipelines, with 72 per cent of IT leaders saying the next generation will help close the tech skills gap. This is why companies recruit young talent - they are looking to build the tech-literate and digitally fluent workforce they desperately need. And although the pandemic forced schools and universities to embrace technology and adopt more innovative approaches to teaching, tech-focused curricula are still playing catch up to the rapid pace of innovation that is shaping the world today.
Companies should instil a culture where people never stop learning. Online, self-paced learning is key – both for university students and young graduates starting their professional life. We’re seeing more universities collaborating with platforms that offer tech skills development courses to support traditional classroom learning. These partnerships give students the chance to upskill through personalised curriculums designed by experts and covering a wide range of technology topics that are most relevant to the current job market.
Students don’t need to sit in a classroom to take these courses – they can access upskilling resources independently, outside of formal programmes. Whether they seek to deepen their knowledge in a specific area, or learn a totally new topic to expand their skill set, access to tech upskilling resources gives them this opportunity.
Alternative learning pathways
Often when businesses are recruiting new talent, they are looking for individuals with experience. But fresh out of education, graduates won’t have the proven experience to make them stand out – even when applying to entry-level positions. For 54 per cent of Gen Z, it takes up to 9 months to secure their first entry-level role in tech.
This predicament is particularly relevant in the tech industry, in which possessing the right tech skills is a requirement. And this can be a frustrating cycle – graduates need hands-on experience to develop in-demand skills, but they must demonstrate proficiency in tech skills before they can secure their first job.
Coding bootcamps provide graduates with a pathway into more lucrative careers that traditional education couldn’t have prepared them for. In fact, bootcamp graduates earn 56 per cent more on average than the rest of the crowd in similar roles. Some employers even consider that graduating from a coding bootcamp is as valuable on a CV as any degree.
Apprenticeships can also offer more hands-on and in-depth experience over a longer period of time and are almost always paid – benefits which should not be overlooked. Bootcamps and apprenticeships are designed to overcome the lack of hands-on learning experiences in traditional education systems, and support young people to become the tech talent of the future.
Flex skills with certifications
Tech certifications, outside of their traditional degrees, can also be a great way for Gen Z to showcase their skills. These certifications help younger workers demonstrate their dedication to building in-demand skill sets. In the most popular areas of technology—cybersecurity, cloud, and data science—these certifications can be what makes the difference between two candidates with similar backgrounds, applying for similar positions.
Nowadays, there are many different certifications available on the market, so it can be hard for people to determine which will be most useful to them. To make the right decision, students should look to the skills needed for their dream position. They can then work backwards to see which pathway they’ll need to land their ideal job.
In today’s competitive tech landscape, a degree in computer science or information technology isn’t enough to secure a job. Graduates must go one step further to demonstrate mastery of the skills required for the position and dedication to continuous learning. Certifications show that students have not been passively waiting for a job, but have gone above and beyond to make themselves indispensable.
Closing thoughts
When operating in a tight labour market, competition is fierce. UK employers are increasingly resorting to bidding wars to retain staff, but this is a short-term fix to a long-term talent shortage problem. The economic environment adds to the complexity, with many businesses forced to do more with less – higher expectation for delivery with less resource – making it more challenging for young workers to break into the industry.
What we do know is that organisations value skills even more than traditional degrees. But this reprioritisation needs to be supported with long-term solutions and educational pathways that help Gen Z build the much-needed skills for a digital-first world. In doing so, employers will be rewarded with the next generation of tech talent equipped to innovate and drive competitiveness.
Aaron Skonnard is the co-founder and CEO of Pluralsight.
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