Elite academic diplomas lose their domination in the recruitment of graduates, because employers of British technology attach growing importance on practical and interpersonal skills during hiring for entry -level roles.
According to new research by the specialist in MTHree technological talents, 39% of hiring leaders now consult graduates of all universities – a strong increase compared to only 23% last year. The results indicate a significant change in traditional hiring models based on prestige, as companies focus on supply of candidates who can contribute from the first day.
The report on the diversity of technology, based on a Senior survey IT decision -makers In medium and large companies, highlights an extended disconnection between academic history and work preparation. Although a diploma is still widely considered as precious, the specific institution present is no longer the differentiation factor that it was once – especially in a sector with a rapid innovation and a growing lake of digital skills.
The report reveals a double concern among employers: almost two thirds (61%) say that they face a significant shortage of specific technical skills, against 41% a year ago, while 31% cite a lack of general skills, including communication and problem solving, as an obstacle to effective integration – against 25%.
These gaps are exacerbated by the rise of generative AI and the rapidly evolving technological landscape, which prompted companies to look at beyond the academic pedigree and to prioritize attributes such as adaptability, curiosity and collaboration.
Alex Headley, CEO of Mthree, said: “Employers are focusing more and more on what graduates can deliver from the first day. As technological change accelerates in each major industry, the ability to propose and develop adaptable talents and loans for employment is essential. ”
“This research strengthens the need for companies to adopt hiring models first of all skills that help fill the gap between education and employment.”
Mthree's Hire-Rain-Deplore model is designed to exactly solve this problem. The company identifies graduates with high potential of various diplomas, offers them intensive training in technical skills and in the workplace and places them in roles in global companies.
The model guarantees that the new hires are not only equipped to browse the ground, but also reflect a wider talent pool – helping companies to build more inclusive and resilient teams at a growing time of demand.
While the pressure to modernize recruitment is intensifying, the results suggest that the age of hiring by the academic brand gives way instead of a more inclusive approach and focused on skills.
Read the report on the diversity of technological diversity and learn more about mthree.com/diversity-in-tech-report-2024.
Jamie Young
Jamie is the main journalist at Business Matters, bringing more than a decade of experience in the trade relationships of British SMEs. Jamie holds a diploma in business administration and regularly participates in the conferences and workshops of the industry. When he does not report on the latest commercial developments, Jamie is passionate about the mentoring of journalists and emerging entrepreneurs to inspire the next generation of business leaders.
At Learnopoly, Finn has championed a mission to deliver unbiased, in-depth reviews of online courses that empower learners to make well-informed decisions. With over a decade of experience in financial services, he has honed his expertise in strategic partnerships and business development, cultivating both a sharp analytical perspective and a collaborative spirit. A lifelong learner, Finn’s commitment to creating a trusted guide for online education was ignited by a frustrating encounter with biased course reviews.