过去两年见过more than a tenthof Americans move from low-paying labor jobs to positions in tech. Dubbed as “new collar workers,” many of these people used recent lockdowns tolearn new skillsthat have helped them find higher salary roles with greater flexibility. This workforce of people from non-conventional backgrounds can bridge the tech talent shortage, but only if companies can adapt their recruitment processes accordingly.
Players like Google, Apple, and IBM have taken the step of降低大学学位要求to attract new collar workers, but bringing on board new workers requires more than eliminating formal education requisites. Even before the pandemic, nearlyone thirdof developers considered themselves self-taught, meaning the relevance of the college degree had already slipped.
With the tech industry adding12,300个工作from February to March this year, the different perspectives, diverse experience, and self-discipline of new collar workers is invaluable. And companies that continue with their past hiring strategies are at risk of overlooking this potential. Here are three ways businesses can better see, and seize, new collar workers.
弥合登上缝隙，为人们飞跃
一旦候选人接受要约，招聘之旅就不会结束。而且，一个新的项圈候选人可能不会接受报价，该要约在他们开始时为他们提供了哪些培训计划。您需要积极地宣传程序，以填补他们可能拥有的任何知识空白，例如，您使用的技术的不同类型，您喜欢的技术术语以及与您合作的团队结构。您不能认为新的项圈工人会自动熟悉您的行业和产品产品。
Let these workers trial your communication and management tools, and have the option to shadow teams for a “day in the life of” experience. On top of that, share information about your competitors, similar products to yours, and encourage new hires to demo your service.
They should also meet with HR to ask questions beyond the scope of tech. At Index, we make a point of non-traditional tech hires meeting with the CEO too, to bridge hierarchies and give them an overview of the higher level strategy, as well as daily operations.
Remember to be patient, there may be a big learning curve but that doesn’t mean the person isn’t qualified – they may actually highlight any friction in your onboarding process that could prevent other new collar workers joining.
Update your recruiting playbook
新的候选人自然可能更害怕来自非传统轨迹的拒绝。他们可能会少于申请职位，更容易被技术性的工作描述所关闭。
When writing the brief for your role, ensure that you break down the duties and expectations clearly, using welcoming and inclusive language. Explicitly state that people from alternative backgrounds should apply. Tools likeUIncludeare handy here to construct a more mindful post.
新的项圈工人倾向于技术的部分原因是由于行业提供的有吸引力的福利。但是，新工人可能需要更多的住宿，尤其是如果他们有现有承诺，则需要灵活性。例如，他们可能有一个家庭，正在进行夜间课程，或者有旅行计划或过渡到技术之前的特定例程。从第一个联系点开始，您需要向候选人询问他们的日常承诺，并指出如何支持他们承担的任何责任。
庆祝“新领”文化
到现在为止，所有公司都知道归属感对工人的重要性。作为新移民，需要让新的项圈工人感到被接受并与更广泛的公司融合在一起。
在将新的项圈工人带入船上之前，您应该注意在技术空间之外最大程度地接触他们。在大学和编码营中赞助活动，并在游戏社区和子列表等非常规团体中在线发布。您还可以提供专门为未决新领工作人员设计的实习或计划。这些可以由长期的员工或管理层领导，以促进社会混合。
At the same time, share stories of successful new collar workers. Champion them on platforms like LinkedIn and Medium – for example,Marell Evans’ story– as well as in local press. The idea is to showcase people who have transformed their careers, and to help lay down a pathway for others to follow suit. The people you uplift will ultimately become ambassadors for your company and spread the word to others in similar transitions to contact you.
归属感的原因是受到与传统技术途径的团队成员相同的对待。通过那个代币，要意识到给新的领工的标准市场薪水 - 他们可能需要一个人开发一般技术最佳实践，但这不应影响其工资。
如果您选择不要求在招聘过程中获得大学学位，那么实时编码考试或缓刑期可以帮助您找到优质的候选人，因为这些将展示候选人的艰苦技能。同样，您可以向您的公司展示您专注于文化和软技能的新衣领工人。当我们在索引上审查工程师的简历时，人们的动力和价值观就是中心。当然，我们确认它们具有技术能力，但是即使他们只有70％的比赛，我们也知道其余的可以在工作中学习 - 我们有责任教它。
New collar workers are a needed breath of fresh air for the tech workforce. Still, companies can’t assume that this cohort will automatically approach them. By actively tailoring your onboarding, recruitment playbook, and company culture, you’ll show that you’re evolving at the same pace as the new generation of workers themselves.
Sergiu Mateiis the founder ofIndex, a platform that helps teams find and hire world-class remote software developers.