Tech companies are increasingly looking for new-collar workers. What characterizes these candidates and how can recruiters fill new-collar jobs?
Have you ever heard of new-collar workers? Find out what this group of candidates is all about and why recruiters in the tech sector should definitely keep an eye on them here.
The term “new-collar worker” was coined by IBM’s former CEO Ginni Rometty to describe a company’s efforts to increase the pool of qualified people for technology jobs.
Rometty coined the term as a reference to “blue-collar jobs,” which are defined as manual labor. She saw her industry entering a new era of technology, with new jobs being created that require new skills in areas such as cloud computing, cybersecurity, data science and Artificial intelligence require.
To meet the demand for skilled workers to meet these challenges, new-collar workers are expected to develop the technical and soft skills required to work in the modern tech industry – but not through traditional educational pathways.
Although many new-collar jobs such as database managers, cloud computing technicians, etc. require vocational training, they do not require a traditional university degree. The required skills and soft skills can also be developed through non-traditional educational methods such as certification programs, internships, or online courses.
For companies in the tech sector, hiring new-collar workers can be a measure against the Skilled labor shortage Because these candidates come from a variety of backgrounds, they also bring with them a variety of skills that can drive greater diversity and innovation.
From the candidate's perspective, the advantages are also clear: New-collar jobs give tech-savvy people without a university degree access to jobs that would otherwise be closed to them. Decades ago, many companies started hiring graduates with four-year university degrees as standard - even for positions that don't require this level of education. New-collar jobs also give candidates the chance to find a job with very good future prospects.
One Harvard Business School study “The New Collar Workforce” has found that around 90% of tech companies in the US are currently looking for candidates with a suitable university degree. Nevertheless, a trend can be observed: Universum's Employer Branding NOW 2023 Report states that more and more companies are focusing on hiring new-collar workers. But how and where can they find this type of candidate?
Tech Recruiter have to throw some of their traditional methods overboard. The search for new-collar workers requires a recruiting strategy in which university degrees and previous professional experience are no longer the focus.
The recruitment criteria go far beyond the information in the CV - we are looking for characteristics and skills that qualify a candidate for the job. Competency-based recruiting is the keyword here, and soft skills such as the ability to learn, problem-solving orientation and technical talent in particular must be brought into focus. These skills can be identified, for example, with the help of potential-oriented tools such as flynne or through so-called “job auditions” (where candidates take on a task or even a project).
IBM introduced an apprenticeship program in 2017 to help candidates learn IBM's technologies and business processes. Google offers the Google Certified Professional (GCP) certification program. Here, too, candidates can learn about Google's offerings and work processes. Both programs also allow candidates to work with experienced professionals and network with other employees.
The right target group can be found, for example, in educational institutions or training programs. People who complete internships or have an apprenticeship at tech companies can demonstrate their skills there or be "trained" directly for the vacant positions and ultimately hired.
Companies can also offer targeted training programs for IT jobs develop (with webinars, online courses and classroom training) that qualify people without a university degree for new-collar jobs.
By the way: New-collar workers do not always have to come from “outside”. Existing employees can also go through programs in which they develop skills that will enable them to move into new (tech) jobs.
Many tech companies are desperately looking for workers. At the same time, many employees are stuck in their jobs and cannot make the jump into the IT industry because they do not have the right university degree. According to Ginni Rometty, this problem could be alleviated if employers focused on the skills of the applicants - and not on their degree.
This includes job advertisements that focus on skills rather than certificates, as well as the creation of apprenticeships, training programs and internships for people without a university degree. Collaboration with educational institutions and other external partners can also help to expand the talent pool. The corporate culture and the mindset of HR staff must be geared towards skills.
(Source cover photo: https://www.freepik.com/free-photo/happy-groupmates_5399365.htm by pressfoto)
