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With the Bureau of Labor Statistics projecting that by 2020 there will be 1.4 million computer-science-related jobs available, yet only 60,000 computer science majors graduating each year, the need to train more tech talent is immense.
For sure, the way technology changes each year, the skills gap gets even more difficult to manage when you consider the different levels of tech talent needed across enterprise organizations, ranging from junior to mid-level to senior professionals.
But some companies are observing that this complexity is mitigated by using a comprehensive learning strategy that meets organizational capability needs for tech skills. This observation is coming into view in light of the training accomplishments demonstrated by code schools over recent years.
A bit of history
Five years ago, coding bootcamps emerged with a solution for the junior-level and mid-level part of the tech skills gap problem: immerse new-career-seeking adults into a multi-month training program to learn software development. The goal of these in-person, instructor-led courses, like those offered at Hack Reactor, is to prepare people with little to no previous tech background to join a company in entry- and mid-level software development positions.
The results have been encouraging. Just looking at Hack Reactor as one example, over 3000 code school graduates have gone on to junior-level and mid-level software developer positions in over 1500 companies in the last five years.
But, long term, for code schools to have the meaningful labor market impact described at the top of this post, they also need to provide training programs for employees already working in an enterprise.
“Comprehensive” means recruiting, on-boarding, re-skilling, and up-skilling
The best evidence of the need for a comprehensive corporate training model at enterprise is that large companies, government agencies and small businesses across the U.S. are already requesting and paying for their employees to go through our 12-week immersive course or asking us to customize other courses specific to their needs. The time and effort we have put into refining our curriculum to meet the needs of these organizations has truly put us in the shoes of businesses that need a comprehensive approach to tech talent. In response, we’ve launched a corporate training offering that includes recruiting and on-boarding new developers, re-skilling current employees to become developers and up-skilling valuable senior-level talent with new technologies.
The value and impact
According to the 2017 Harvey Nash / KPMG CIO Survey, six in ten CIOs consistently report technology skills shortage, with enterprise architecture as the fastest growing tech skill in demand. This is a major issue considering the unrelenting rise in importance of the IT organization within enterprises in driving business strategy and delivering business results.
The holistic, comprehensive training strategy entailed in Hack Reactor’s corporate training model is emerging as a vital requirement for companies to properly prepare the workforce with 21st century skills. Within one complete model, there are resources to help new employees be efficient and effective as they start their career journey; non-technical employees learn valuable tech skills that make them more versatile; experienced developers acquire new, modern skills.
As an example of how these elements work in concert with one another: we work ongoing with a leading engineering software organization as part of their strategic initiative to transition from desktop to the cloud. Through a combination of online/self-paced, event-based workshops, and instructor-led immersives ranging from one to six weeks, we’ve been a able to train their engineering workforce (from junior to senior-level technologists) on critical tools and practices across three continents.