It’s a common conundrum. You’ve worked hard, learned a lot, and are ready to take on your next professional challenge. But…no one will hire or promote you because you don’t have the right work experience. But you can’t get the right experience because no one will give you a shot. The cycle never ends.
Regardless of whether you’re switching fields, just starting your career, or gunning for your next promotion, if you find yourself stuck in the “work experience” gridlock, you must create your own experiences to make up for it.
Some people have such an innate understanding of a subject that being in their very presence makes you feel like you’re learning something, almost through osmosis. Udacity Instructor, Melissa Hui, is one of those people. Talking to her is a revelation. Melissa is the founder and principal of Context Leap, an agency specializing in employing human-centered design to help organizations manage culture transformation, empower leadership, and discover how to work in more productive, creative, and innovative ways.
Jean Luc Godard said, “Sometimes reality is too complex. Stories give it form.” And while a quote from the French New Wave Film director might be an unusual place to start a blog about one of Udacity’s instructors, Michael Dedrick would, no doubt, agree with the sentiment.
“Storytelling is key to all aspects of teaching and working in tech,” says Michael. “From the portfolios, you create while searching for a job, to the curricula you create while teaching a class, everything is a story. Your portfolio tells your story to employers. It shows how you created the work. And, ultimately, you hope your story is more engaging and more pleasing to the employer than the stories told by others who are competing for the same job!”
Your single most important asset on the road to innovation is the quality and the talent of your tech team. It has never been more important to ensure that learning and development programs are providing your with the return on investment needed to innovate, stay ahead of your competitors, and meet your growth objectives.
Today, competition in recruiting and hiring for technical positions is at an all-time high.
Organizations large and small are being forced to reevaluate how they develop and retain talented teams through L&D programs. Nurturing, training, and developing talent is essential to a company’s growth and it’s vital that the correct training provider is chosen to meet these objectives. To help breakdown the process of finding an L&D partner, we’ve built a roadmap to help you through this dynamic decision making process. These factors will help you identify the training partner, which will transform your learning initiatives and your talent into a winning team.
At Intersect 2018, you’re going to have the chance to meet face-to-face with representatives from 30 of our world-class hiring partners—companies like Amazon, Facebook, Google, IBM, NVIDIA, and more. This is an incredible career opportunity, and you’ll want to make the most of it. Our guide below, and the webinar we’re hosting on Wednesday, March 21st, are two great resources.
The key is preparation. Plan ahead, do your research, and have a strategy.
The future of work won’t be about college degrees. It’ll be about skills.
That’s the new global reality shaping the job market. Highest performing organizations are reinvesting in their talent to fuel profits and business growth. By investing in training and development efforts, companies can enable their well-rounded employees to perfect their set of skills to succeed in their jobs.
The reality is that employers are looking for more than knowledge — they want skills, top-tier tech companies such as Google, Apple, and IBM have gone public “offering well-paying jobs to those with nontraditional education.” For these and many other companies, a solid, skills-centered non-formal education is all that separates ambitious students from top-paying jobs. A formal education is no longer the best path to launching a successful career.
The skills gap is widening and companies are struggling to find the right talent. A recent Gartner research supports this premise by highlighting that companies need to shift from external hiring strategies towards their current workforces and apply risk mitigation strategies for critical talent shortages. According to Gartner, most organizations are undergoing a digital transformation that directly impacts how they do business, yet 70 percent of employees have not mastered the skills they need for their jobs today, and 80 percent of employees do not have the skills needed for their current and future roles.
Re-skilling was also hot topic in this year’s Davos event. According to a World Economic Forum report released just ahead of the event, a total of 1.4 million US workers might lose their jobs over the next decade as a result of new technological changes and inadequate skills compete effectively. However, the report found, it will be possible to transition 95 percent of at-risk workers into positions that have similar skills and higher wages through re-skilling. The report further indicates that the rapid evolution of machines and algorithms in the workplace could create 133 million new roles in place of 75 million that will be displaced between now and 2022.
Too often, college degrees have been thought of as lifelong stamps of professional competency, perpetuating the notion that work — and the knowledge it requires — is static. The shift to a skills-based economy enables individuals to compete for employment based on what they can do for a company. At the same time it gives companies a tremendous opportunity to more efficiently integrate continual learning into work routines and implement reskilling and upskilling initiatives.
Here at Udacity we are working with global companies to help them:
Launch an upskilling initiative across their company (communicate the mission, how employees can get involved, what is expected of them, duration and how success is measured)
Develop flexible learning journeys to help employees reach the next level and prepare for tomorrow
Encourage our stakeholder(s) to invest in frequent, regular communications about the employee experience
Work collectively to employ incentives, learning models, leadership communications, and other motivational campaigns to drive completion rate of upskilling programs.
Udacity for Enterprise provides tailored, end-to-end learning paths for your company and entire workforce. We’ll help companies choose the right learning path for their workforce and help their high-performing employees continue to gain the right skills to excel and innovate.
A recent article from the University of California’s Chief Innovation Officer, about the impact of disruptive technologies on jobs and skills, poses critical questions about how we connect learning to jobs—today, and in the future.
Everyone from politicians to policy makers, utopianists to university professors, innovators to investors, is talking about the future of work, the fourth industrial revolution, and the automation age. It’s hard to avoid these topics, and if you’re between the ages of, say, 16 and 80, you probably shouldn’t avoid them.