As IT leaders strive for greater security and modernization to enhance operations, they also find themselves engulfed in a fiercely competitive landscape for the requisite talent. The Bureau of Labor Statistics forecasts that job opportunities for cybersecurity analysts will grow by 35% and for software developers by 25% between 2021 and 2031, significantly surpassing the average growth rate of 5%. Reflecting this trend, the recent tech labor report indicates that around 483,000 tech jobs were added across various sectors in the U.S. in October 2023. Even more, a 2023 congressional hearing showed that the United States only has 69 skilled cybersecurity workers for every 100 required by employers.
Adding to the difficulty, numerous companies are vying for talent from the same recruiting labor pool. This results in most job candidates engaging with multiple potential employers. According to an article published by Wharton Online, candidates in such circumstances either don’t show up or eventually ghost an employer in favor of a more lucrative opportunity. It is one more reason why it takes 44 days on average to complete the hiring process. More than ever, IT leaders who are challenged to provide a competitive salary and benefits package are left on the outside looking in.
Many cybersecurity leaders are operating in an environment where support personnel numbers are non-ideal, which creates a challenging scenario for effectively training greener talent. As the cyber team member gains more traction within their skills and contributes to larger tasks and projects, the limitations of a smaller and frugal team grow more apparent to the blossoming employee. As the IT leader, you hope this investment yields longtime retention, but such an environment ultimately stunts the growth and career progression of your promising team member. The uneasy sense of training your employee for their next job eventually becomes a harsh reality.
What Is The WEI Technical Apprenticeship For Diverse Candidates?
It is time to harness the potential of your existing, untapped talent pool that is not only enriched with emerging tech expertise but also contains wide ranging backgrounds. With the guidance of the WEI Technical Apprenticeship For Diverse Candidates, this is now a possibility for organizations starving for fresh, motivated, and lasting talent.
A standout use case of this invaluable program takes us back to cybersecurity. Often, companies are searching for an entry-level security data analyst to assist their CISO in data tracking and visualization. In this scenario, the vetted apprentice is selected by the company in need and WEI takes on the responsibility of providing the candidate with 12 months of data analytics and security-related training. Eventually, the hungry apprentice proves their worth to the company as their appetite for success in learning a new position and field yields tangible results. Expressed observations our team has seen in the past include:
In an ideal scenario, a company successfully grooming an apprentice is typically spared the challenges of recruitment, hiring, and initial management. This is largely due to WEI’s seamless process of handling each of these aspects until an apprentice transitions into a full-time opportunity.
The WEI Apprentice program prioritizes diversity because it is a proven asset, as highlighted by a 2020 McKinsey & Company study. This research found that companies with gender-diverse executive teams were 25% more likely to experience above-average profitability. A diverse workforce brings varied opinions, backgrounds, and perspectives, fostering creativity and innovative problem-solving. Recognizing diversity's value, some companies are even tying executive compensation to meeting Diversity, Equity, and Inclusion objectives. However, a challenge arises: how can companies source diverse candidates for cybersecurity roles when the overall talent pool is already limited?
Understanding the critical nature of your organization’s cybersecurity team requires a solution that marries your existing cybersecurity strategy to its strategy of the future, all while complimenting your existing cybersecurity personnel. The WEI Technical Apprenticeship For Diverse Candidates is designed with this in mind, offering a highly coordinated approach tailored to each client's unique needs and environment. The efficacy of our program is rooted in our four-pronged approach:
To discover how to move beyond the uncertainties of recruiting new talent and instead fill your vacancies with diverse candidates specifically trained for their roles, we invite you to explore how more companies are successfully using their talent pipelines to fortify their organizations. Contact WEI below to learn more about this strategic approach.