1 / 24

Growing the IT Talent Pipeline

Growing the IT Talent Pipeline. Taking a Broad & Long View on IT Jobs. Geoff Smith Partners for a Competitive Workforce Director, IT Pathways. Personal Background. 35 Years in Information Technology (IT) 25 years at Procter & Gamble, retiring as Deputy CIO

kiona
Download Presentation

Growing the IT Talent Pipeline

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Growing the IT Talent Pipeline Taking a Broad & Long View on IT Jobs Geoff Smith Partners for a Competitive Workforce Director, IT Pathways

  2. Personal Background 35 Years in Information Technology (IT) • 25 years at Procter & Gamble, retiring as Deputy CIO • 10 years as consultant and “IT Community Activist” 1+ Years in Workforce Development • Director of IT Pathways, Partners for a Competitive Workforce – Cincinnati USA Region

  3. Agenda • Frame the IT Talent Gap issue • Tell the “Cincinnati Story” (still emerging) • Highlight the key components • IT Jobs/Careers • IT Employers • Educators, Training Providers • Stakeholders/Collaborators

  4. The Demand for IT Graduates is Strong!

  5. IT Has the Highest Starting Salaries National Association of Colleges and Employers | www.naceweb.org

  6. Bringing the Data Closer To Home Some Key Numbers in Cincinnati

  7. What’s Wrong With This Picture? • 8% of recent college grads are unemployed • Nearly 50% of recent grads are in jobs not requiring a college degree • About 1/3 of those are in jobs not requiring a high school diploma • Yet, thousands of high IT paying jobs in the Region are unfilled • Region universities are producing less than 500 IT grads/year

  8. Why Is This? • Dot-Com Bubble Burst in 2000 • Hyperbole/Misinformation on Offshoring • General Lack of Information/Understanding • Parents • Guidance Counselors • Teachers • Students • IT/”Programmers” Stereotypes

  9. Key Players in the “Cincinnati Story”

  10. IT Employer Engagement/Leadership • IT Officers of the 30 largest organizations in Region • Represent 6,000-7,000 IT jobs locally • Manage IT budgets totaling $2-3B/year • None of these are “Technology Companies”

  11. Comprehensive Approach To Address GapMust Create New “On-Ramps” and Expand Existing Ones TraditionalRecruiting 2- Yr & Vocationals Incumbent Employees (non-IT) Universities Early Retirees (IT) INTERalliance High Schools Displaced Workers Relocations from Other Cities

  12. “Plant Trees”Address the Long-term, Core Pipeline Issue TraditionalRecruiting 2- Yr & Vocationals Incumbent Employees (non-IT) Universities Early Retirees (IT) INTERalliance High Schools Displaced Workers Relocations from Other Cities

  13. The INTERalliance The INTERalliance was formed as a collaborative effort of Greater Cincinnati regional businesses and educators, working together to create an environment that gives local young IT and technology talent a compelling reason to stay in southwest Ohio and Northern Kentucky both for college and their careers. Identify Nurture Train Employ Retain

  14. Ongoing facilitated success path Employment RETAIN Ensure Local Resources Graduate Local & National Co-ops EMPLOY Enrich the Experience TRAIN Undergraduate Local & National Co-ops Paid Internship II Summer before Undergrad NURTURE Expand the Pool Paid Internship I Summer before 12th Grade IDENTIFY IT Careers Camp Summer before 11th Grade

  15. The INTERalliance

  16. IT Higher Ed Collaborative We have mobilized and “aggregated” the Supply-Side on issues where scale is important (e.g., unified messaging to 16-20 yr olds, internships/coops)

  17. Stronger, Unified Message/Marketing

  18. Close the Gap NowAlternative Hiring Options TraditionalRecruiting 2- Yr & Vocationals Incumbent Employees (non-IT) Universities Early Retirees (IT) INTERalliance High Schools Displaced Workers Relocations from Other Cities

  19. Alternative Hiring Options • Application Developer Apprentice Program • 3 pilot classes (Javaor .NET) • 20/22 now ‘graduated’ and making $50-60K/yr in full-time developer roles • All from non-IT careers; unemployed/incumbents • Age Mix: 22-29 (25%), 30-54 (40%), 55+ (35%) • 4 hiring companies; WIB; PCW; Training Provider • IT Support Roles/Help Desk • Opportunities to Scale • More Roles/Subjects • More Hires • More Employers • More Candidates (e.g., College Students, High School, etc) • More Funding • Online Academies

  20. Understand the Breadth of IT • Range of Careers/Roles/Jobs • Range of Employers/Industries • Then apply this segmentation analysis to your market

  21. TECHNICAL Business Broad Spectrum of IT Roles CREATE Technology IMPLEMENT/LEVERAGE Technology LEAD Technology

  22. Broad Spectrum of College Majors

  23. Range of IT Employers

  24. Key Takeaways • Employer Engagement • Collaboration/Partners • Understand the Breadth of IT • Careers/Roles/Jobs • Employers/Industries • Pick which components of IT to prioritize • Biggest Needs for Your Market • Where the Energy Is (e.g., CIO Roundtable vs. “Tech Companies”)

More Related