Tapping non-traditional pipelines in hiring and recruiting strategies

High demand for technical skills

The demand for skilled technical talent is at an all-time high, and the competition to land this talent is intense. Having a hiring and recruiting strategy plan is a good start, but the strategy needs to be scalable based on the available talent. Many companies struggle to find and hire candidates for highly specialized IT positions such as desktop and field technicians, functional analysts, and software developers. While traditional higher education paths can be valuable, they are not always sufficient to meet the growing demand for these skills.

This is where non-traditional educational avenues, such as community colleges and work-based study programs, become crucial. These programs offer alternative routes to acquiring the technical skills needed for today’s workforce. Community colleges and work-based study programs are essential for cultivating a diverse and highly skilled talent pool. This article will explore some key considerations when leveraging non-traditional talent pipelines.

Leveraging community colleges in hiring and recruiting strategies

Working with local community colleges to develop a talent pipeline is a great way to fill talent gaps. Often, these colleges house non-traditional learners who have accrued great work experience but lack the opportunity to attend a traditional university to earn a degree. Plus, community colleges offer accessible, affordable pathways for individuals looking to build technical expertise, without the substantial debt that comes with four-year universities. Baked into the mission and structure of community colleges is their capacity to prepare learners for the workforce, which makes them an ideal partner for expanding skills-based hiring.¹

These institutions often have strong ties to local businesses and can provide job opportunities to graduates. This facilitates a line of communication between college staff and potential employers, allowing the faculty to design curricula that directly address the skills that businesses need. For example, community colleges frequently offer specialized programs in fields like network administration, cybersecurity, and data analytics, all of which are in high demand.

Work-based learning programs and coding boot camps

In partnership with community colleges, work-based learning programs such as apprenticeships and internships are powerful opportunities to prepare students for technical roles. These programs allow individuals to gain hands-on experience while working under the mentorship of industry professionals. Work-based learning is particularly effective in technology fields, where the pace of change often makes it difficult for academic programs to keep up with the latest industry practices.

These programs provide real-time exposure to the tools and technologies that employers require, making interns and apprentices highly marketable upon completion of their programs. Employers benefit from these programs as well. By partnering with local educational institutions to offer apprenticeships or internships, businesses can directly influence the skill sets of potential employees.

Outside of the higher education system, community programs like coding boot camps, coding clubs, and local nonprofit organizations focused on technical skill development have begun to emerge. These programs create another viable option for cultivating technical talent. For instance, coding boot camps are often shorter in duration, and more intensive than traditional education routes. This makes them an appealing choice for individuals looking to rapidly transition into technical careers.

Supporting diversity and accessibility

In addition to providing career opportunities, community-based programs play a vital role in increasing diversity within the tech workforce. These programs make career opportunities more available for underrepresented groups, especially those who may not have access to traditional educational pathways. By targeting underserved populations, these programs can open doors for individuals who might otherwise be excluded from the tech industry.

Initiatives such as Girls Who Code and Black Girls Code provide mentorship, training, and job placement services that support young women and women of color in entering the tech field—addressing both the diversity gap and the talent shortage.

Hiring and recruiting strategies in the tech space

Employers play a critical role in supporting non-traditional talent development in the communities they serve. Partnering with community colleges and community-based programs can create a more diverse, skilled, and resilient workforce. Moreover, businesses that actively engage in non-traditional training programs can tap into a talent pool that may have otherwise been overlooked.

As the talent shortage continues and is felt across many industries, organizations must expand their hiring practices beyond the traditional four-year degree. By embracing non-traditional education programs, companies can access a wealth of untapped potential. This approach also contributes to a more inclusive, dynamic workforce that is equipped to handle the technological challenges of tomorrow.

CAI has a proven track record of partnering with client organizations to fulfill their hiring initiatives. This includes finding specialized talent in non-traditional settings and providing contingent workforce solutions.

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