The following information was submitted by Trina Limpert CEO & Founder of RizeNext
Currently, workforce shortage is a serious issue across all industries, and specific opportunities are being presented in Utah's tech sector provides 1 in 7 jobs in the state.
By 2030, there will be a global shortage of more than 85 million tech workers, representing $8.5 trillion in lost annual revenue. Yet, in Technology we are not seeing those that could access these opportunities stepping up.
Over the years as a technical leader at companies such as eBay and Oracle, Trina Limpert, now CEO of RizeNext Corp felt the crunch and challenge of finding skilled and diverse talent.
Often under high pressure to deliver on key initiatives and unable to find talent she had to look out of the country bringing on teams via visas to be able to ensure she could deliver. “At the same time, I was hiring from anywhere I could find the talent I was having individuals, primarily women, reaching out saying, I am interested in getting into the tech industry, I hear there is opportunity can you show me how?” Disconnects between the frustration in not finding talent and the continued asking for individuals to show them how fueled her current work to help create diverse technical talent pipelines.
“I am getting calls daily asking for technical talent, the opportunity is there we just need to provide clarity to individuals seeking on how to get in the door and make these transitions.”
The work begins with individuals understanding the pathways are not as complex as they may think, and there are resources and support out there to help them transition into the technical field. Organizations like Tech-Moms.org in which Trina co-founded along with Robbyn Scribner and Mikel Blake assist anyone looking to transition by providing a 2-month course providing basic skills and understanding of the breadth of roles and opportunities in the industry. Creating clarity that “tech” is more than coding is where we start.
We help in expanding perceptions from that tech is only software development to an understanding that there are critical roles in cyber security, ui/ux, product mgmt., technical project mgmt., technical sales, digital marketing.... just to name a few, and there is a fit for everyone. RizeNext helps create clarity of the opportunities, understand the pathways, and connect to education providers and jobs where they can build critical skills and experience. RizeNext works with communities in Utah and internationally for multi-cultural candidates including Silicon Slopes Latino, Latinas in Tech, and Black Technology Mentorship Program to ensure that there is a network and community of support as individuals make these transitions.
“Having a coach and advisor is an important element in not just taking steps but keeping you on the journey long term. The communities provide a safe zone to be able to present quests and build networks into the industry.”
The non-profit, Tech-Moms, has dozens of stories of stay-at-home moms transitioning into roles within weeks for entry-level positions to those finishing coding school in less than a year and moving from 5th-grade teachers to jr. software developers. Along with hiring, retention is a major disrupter to company and employee success. Workforce poaching is a major issue and companies are finding that salary wars are not viable. Creating “stickiness” of individuals with the company is found through investing in continued skills development and creating inclusive cultures.
Employees don’t want to be hired and then not developed and companies are finding that when they invest in on-the-job skills training, mentoring programs, and career paths from the day of hire they also are solving their retention issues. RizeNext Academy was launched to provide support for both companies seeking talent and individuals seeking to make their way into the industry. The academy provides technical training pathways, professional development and diversity, equity, and inclusion training for hiring companies to be able to create thriving environments for their employees.
RizeNext’s partnerships with various tech schools, such as V School, a national technical school, allows for implementing technical pathways, upskilling and cross-skilling programs. No longer can talent acquisition sit alone and the shift in merging recruiting and learning is the future in becoming talent development organizations.
For more information, visit: rizenext.com
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