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Upskilling: the Key to Tech Employee Retention

Developing and Retaining High Performers in Technology

By MAXX Potential

  • Businesses
A white man in a black shirt sits in front of a laptop with a person with short hair and checkered shirt to help the checkered shirt human learn new tech skills for company upskilling

As technology evolves and advances, your team needs to keep up and that’s where upskilling comes in. Just because many companies foresee the increase of AI and automation that doesn’t mean that humans will stop being a vital part. Employers have an important role of reskilling and upskilling their workforce.

“Upskilling is not just an investment in individual skills, it’s an investment in the collective future of a team, a business, and the customers it serves.” Tucker Mahan, MAXX Potential Talent Director, said. He pointed out that upskilling future-proofs the workforce, attracts high caliber professionals, and fosters innovation through continuous learning. Upskilled employees better serve customers.

PluralSight polled a number of tech managers about their perception of upskilling, and they discovered that 83% of tech managers believe team members are more likely to be motivated and engaged in their tech skill development process when given paid time to learn.

Wise employers are finding ways to strategically incorporate upskilling within their ecosystem. An upskilling strategy boosts employee morale, decreases attrition, and avoids the risk and cost of a bad hire. Here’s what we do at MAXX Potential.

The Observational-Based Selection Process

“You don’t know anyone by a resume.” John Spauls, MAXX Potential Director of Operations, said. And he couldn’t be more right. Resumes are the highlight reel of a person’s career, and it doesn’t begin to showcase whether that person is a great collaborator or curious problem solver. That’s why we use an observational-based selection process that looks beyond the resume. 

An upskilling selection process recognizes the scope of current to future needs within the organization. From there, it’s important to identify employees who are ready to upskill, and consider each employee’s desire to learn. Selecting eager and enthusiastic employees for upskilling means that you have a group who is ready to learn.

The observation doesn’t stop at the selection process but continues throughout the learning segments into the application process.

“Direct behavioral observation in a hands-on training environment reveals what they truly can do.” Tucker Mahan said. “It provides insight into an individual’s aptitude, collaboration, perseverance, curiosity, authenticity, and initiative—attributes that are crucial in the rapidly evolving technology sector. It’s in the act of doing, not telling, that someone’s potential for upskilling in the tech world shines.”

Employees who are offered the opportunity to upskill often remain with the original company for longer than those who have no opportunity to grow. According to BCG and The Network’s survey, almost seven in ten employees are open to reskilling. The nature of work is changing, and employers and employees both know it.

Hands-On Tech Learning

Hands-on tech learning within an upskilling session boosts employee engagement. 

“It hones skills in real-time problem-solving and delivering business value within diverse tech stacks. It’s not just about crafting flawless applications in a vacuum, but about diving in, learning how to navigate ever-changing environments, and turning theory into tangible solutions for the industries we serve.” Tucker Mahan shared.

Developing new work skills are best retained via practice and application, and that’s why MAXX Potential leans heavily on the advantages of on the job training over traditional classroom methodologies. 

Practical hands-on learning helps employees to be curious, discover, and understand theoretical knowledge that is the foundation of the subject area. Doing this learning in the workplace means that employers train employees for the role they need, and the employee earns while they learn.

“It can help create the talent you need when that talent is not available otherwise.” John Spauls “If you can’t afford that person with five years of experience or you can’t find that person, what else are you going to do except train them.”

MAXX Potential has helped companies transform and develop their talent pipeline strategy through upskilling and apprenticeship. For one client, we customized a selection process, tailored a Career Lab upskilling experience, designed an application funnel, and offered ongoing tech mentorship and support. The client was able to upskill and hire from within their company, filling a few key tech roles.

Upskilling Cost Savings and Return on Investment

“Work-based learning creates professionals who can adapt, and be more efficient, effective, and reliable in the services they provide. These professionals will continue growing, and draw upon their previous hands-on experiences to better solve future challenges.” Tucker Mahan shared that when a company prioritizes ongoing learning, employees often align with those values and strive to continue their own development.

The competitive landscape of IT demands that organizations continue to seek that edge, and it can often be found within their team. 

LinkedIn’s Workplace Learning Report revealed that 94% of employees said they would have stayed with their employers longer if career development was prioritized. That’s no joking matter when companies can spend twice a role’s salary on hiring that one role. If companies can retain their employees longer with career development, they will not only upskill their current employees, but they will avoid the high costs of hiring for longer.

“Upskilling invests in employee potential, nurturing not just their capabilities, but also their loyalty. It fosters a sense of purpose and growth, reducing turnover by creating a workforce that’s engaged and ready for the next challenges.” Tucker Mahan emphasized. “The cost of hiring and onboarding new talent is often far greater than developing the talent already within the organization.”

Some of the heaviest costs for tech companies come from the hiring process as well as the risk of making a bad hire. Upskilling, reskilling, and hiring from within for tech roles develops ongoing employee trust and fills important positions with people who have already demonstrated their values, professional skills, and work ethic.

Retain Your Employees and Power the Future of Your Company

“For any individual who sees their company is investing a certain amount of money and time into helping them learn, that generates a certain level of loyalty.” John Spauls said.

Treat your employees well, and they will stay. This requires a company that is tapping into their employee experience via regular check-ins, anonymous surveys, and opportunities for career development. The hiring process is challenging for everyone so develop a company culture that invites employees to stay.

At MAXX Potential, we partner with companies so they never need to list an entry-level role again, whether they choose our customizable Upskilling program or our Apprenticeship approach. Ready to learn more? Reach out at MAXXpotential.com/contact.

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

Upskilling: the Key to Tech Employee Retention

Developing and Retaining High Performers in Technology

By MAXX Potential

  • Businesses
A white man in a black shirt sits in front of a laptop with a person with short hair and checkered shirt to help the checkered shirt human learn new tech skills for company upskilling

As technology evolves and advances, your team needs to keep up and that’s where upskilling comes in. Just because many companies foresee the increase of AI and automation that doesn’t mean that humans will stop being a vital part. Employers have an important role of reskilling and upskilling their workforce.

“Upskilling is not just an investment in individual skills, it’s an investment in the collective future of a team, a business, and the customers it serves.” Tucker Mahan, MAXX Potential Talent Director, said. He pointed out that upskilling future-proofs the workforce, attracts high caliber professionals, and fosters innovation through continuous learning. Upskilled employees better serve customers.

PluralSight polled a number of tech managers about their perception of upskilling, and they discovered that 83% of tech managers believe team members are more likely to be motivated and engaged in their tech skill development process when given paid time to learn.

Wise employers are finding ways to strategically incorporate upskilling within their ecosystem. An upskilling strategy boosts employee morale, decreases attrition, and avoids the risk and cost of a bad hire. Here’s what we do at MAXX Potential.

The Observational-Based Selection Process

“You don’t know anyone by a resume.” John Spauls, MAXX Potential Director of Operations, said. And he couldn’t be more right. Resumes are the highlight reel of a person’s career, and it doesn’t begin to showcase whether that person is a great collaborator or curious problem solver. That’s why we use an observational-based selection process that looks beyond the resume. 

An upskilling selection process recognizes the scope of current to future needs within the organization. From there, it’s important to identify employees who are ready to upskill, and consider each employee’s desire to learn. Selecting eager and enthusiastic employees for upskilling means that you have a group who is ready to learn.

The observation doesn’t stop at the selection process but continues throughout the learning segments into the application process.

“Direct behavioral observation in a hands-on training environment reveals what they truly can do.” Tucker Mahan said. “It provides insight into an individual’s aptitude, collaboration, perseverance, curiosity, authenticity, and initiative—attributes that are crucial in the rapidly evolving technology sector. It’s in the act of doing, not telling, that someone’s potential for upskilling in the tech world shines.”

Employees who are offered the opportunity to upskill often remain with the original company for longer than those who have no opportunity to grow. According to BCG and The Network’s survey, almost seven in ten employees are open to reskilling. The nature of work is changing, and employers and employees both know it.

Hands-On Tech Learning

Hands-on tech learning within an upskilling session boosts employee engagement. 

“It hones skills in real-time problem-solving and delivering business value within diverse tech stacks. It’s not just about crafting flawless applications in a vacuum, but about diving in, learning how to navigate ever-changing environments, and turning theory into tangible solutions for the industries we serve.” Tucker Mahan shared.

Developing new work skills are best retained via practice and application, and that’s why MAXX Potential leans heavily on the advantages of on the job training over traditional classroom methodologies. 

Practical hands-on learning helps employees to be curious, discover, and understand theoretical knowledge that is the foundation of the subject area. Doing this learning in the workplace means that employers train employees for the role they need, and the employee earns while they learn.

“It can help create the talent you need when that talent is not available otherwise.” John Spauls “If you can’t afford that person with five years of experience or you can’t find that person, what else are you going to do except train them.”

MAXX Potential has helped companies transform and develop their talent pipeline strategy through upskilling and apprenticeship. For one client, we customized a selection process, tailored a Career Lab upskilling experience, designed an application funnel, and offered ongoing tech mentorship and support. The client was able to upskill and hire from within their company, filling a few key tech roles.

Upskilling Cost Savings and Return on Investment

“Work-based learning creates professionals who can adapt, and be more efficient, effective, and reliable in the services they provide. These professionals will continue growing, and draw upon their previous hands-on experiences to better solve future challenges.” Tucker Mahan shared that when a company prioritizes ongoing learning, employees often align with those values and strive to continue their own development.

The competitive landscape of IT demands that organizations continue to seek that edge, and it can often be found within their team. 

LinkedIn’s Workplace Learning Report revealed that 94% of employees said they would have stayed with their employers longer if career development was prioritized. That’s no joking matter when companies can spend twice a role’s salary on hiring that one role. If companies can retain their employees longer with career development, they will not only upskill their current employees, but they will avoid the high costs of hiring for longer.

“Upskilling invests in employee potential, nurturing not just their capabilities, but also their loyalty. It fosters a sense of purpose and growth, reducing turnover by creating a workforce that’s engaged and ready for the next challenges.” Tucker Mahan emphasized. “The cost of hiring and onboarding new talent is often far greater than developing the talent already within the organization.”

Some of the heaviest costs for tech companies come from the hiring process as well as the risk of making a bad hire. Upskilling, reskilling, and hiring from within for tech roles develops ongoing employee trust and fills important positions with people who have already demonstrated their values, professional skills, and work ethic.

Retain Your Employees and Power the Future of Your Company

“For any individual who sees their company is investing a certain amount of money and time into helping them learn, that generates a certain level of loyalty.” John Spauls said.

Treat your employees well, and they will stay. This requires a company that is tapping into their employee experience via regular check-ins, anonymous surveys, and opportunities for career development. The hiring process is challenging for everyone so develop a company culture that invites employees to stay.

At MAXX Potential, we partner with companies so they never need to list an entry-level role again, whether they choose our customizable Upskilling program or our Apprenticeship approach. Ready to learn more? Reach out at MAXXpotential.com/contact.

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

How to Cultivate Company Culture in a Virtual Workplace

Staying People-Focused and Flexible in an AI World

By MAXX Potential

  • Businesses
three cartoon characters paddle a canoe together, representing cultivating company culture in a virtual space

As work from home becomes more common, companies and employees alike wonder how to maintain company culture in a virtual workplace. When everyone was in the office, the glue of workplace culture solidified during watercooler chats, lunchroom overlap, and “do you have a second?” conversation starters.

Employers and employees alike benefit from the virtual workplace, and the list of benefits for the employer who employs virtual workers includes streamlined communication, higher productivity, larger talent pool, lower turnover rates, reduced overhead costs, and improved inclusivity. Yet, some worry about the loss of company culture without in-person interactions.

The future of work is flexible, and personal connection can thrive virtually. Get your work done in a way that’s best for your people and your company whether that’s in person or virtual. 

The Future of Work is People-Focused

While AI streamlines many aspects of our jobs, it’s important to understand the measurements of great work. ChatGPT provides the data in response to targeted prompts, and yet, while it’s faster, it does need a person to check its work. 

People with the skills, experience, and judgment to understand how a process works have the ability to troubleshoot. AI can help work get done, and it needs to be managed by people with strong mental models.

With many people working from home, it’s important that managers define clear success criteria for projects. This ensures that work is completed whether in the office or at home.

Now is the time to be investing in your team of people. The MAXX Apprenticeship program teaches MAXX Apprentices different processes around technology, Artificial Intelligence, learning, mental models, and decision-making. 

Defining and Communicating Company Core Values

Beyond mission and vision statements, many companies have defined core values to guide company and employee behavior as well as overall alignment. These core values are key to ensuring that your team understands what qualities are applauded. 

For MAXX Potential, these values are Initiative, Curiosity, Collaboration, Authenticity, and Perseverance. We hire people who demonstrate these values. We talk about these values in meetings, training, and interviews. They are part of annual reviews, and they are what Apprentices are measured by for Apprentice of the Month social posts. 

Each person who joins MAXX Potential already embodies our company values. As Kim Mahan, MAXX Founder, likes to say, “For lasting change, you want believers. Start by being the change, while focusing on common ground (like “productivity” rather than “social”) and make it safe for people to watch and learn. Attitudes and opinions will then progress and evolve much faster on their own.”

Clear company values with associated behaviors builds company culture and Customer trust. If your employees’ behavior aligns with company values, then Customers know what to expect for their partnerships with your company.

Virtually Connected Company Culture

Company culture is more than watercooler conversations. A couple of key elements for inspiring strong company culture include a strong onboarding process, clear expectations, and tactile elements, such as company swag.

Engaged remote workers demonstrate a high morale and high productivity. It’s even better when virtual employees feel like they have autonomy, flexibility, and agency within their role.

At MAXX Potential, we encourage regular communication and feedback through virtual meetings, specified stand-up meetings, and communication channels. Periodic one-on-one meetings offer a great check-in on projects, morale, and other items.

A great way to boost morale is to highlight outstanding employees, and MAXX Potential does this every month with a nominated Apprentice of the Month who has exhibited the MAXX core values. The announcement is celebrated in our monthly Town Hall gathering, on Slack with emojis, comments, gifs, and a social media post. 

While our offices may be separate, technology connects each of us. 

“When I joined MAXX Potential, I was astounded that my supervisor and the founders of the company encouraged me to set up 30-min chats with my coworkers just to get to know them.” Barbara Brutt, Content Marketer, said. “I’ve been working remotely since 2017, and this was the first company who saw these conversations as an important part of my workday.” 

Many tools exist to support the remote workplace and company culture. Some ideas to build company culture include Slack donut, gaming groups, specific channels for different interests, virtual coffee breaks, and online stretches or workouts. 

When employees connect about life interests or in real life, this creates pathways for future collaboration and great teamwork. 

WFH in Co-working Spaces

Co-working spaces have existed for years as the entrepreneur’s best friend, and in the last few years, these spaces gained momentum and popularity for corporate workers who no longer work at the office.

At Durham’s American Underground, a co-working space, a researcher intended to interview entrepreneurs. Instead, he met corporate employee after corporate employee. While he wasn’t meeting his research goals, he observed something interesting: remote employees were seeking community.

Co-working spaces have become a haven and a hub for corporate workers and entrepreneurs. Workers choose co-working for a variety of reasons, whether it’s to find a quiet space or to be with others.

“We’ve had a few Apprentices make frequent use of ReCity,” John Spauls, MAXX Potential Director of Operations, said. He pointed out that the co-working space provided a quiet, focused working space for Apprentices who’s families had grown, houses were under construction, or needed community.

“I enjoy ReCity because of the connections it provides us in the Durham community.” Spauls shared. “ReCity is a local shared working space, not part of a larger national chain. As such, they have favorable pricing for non-profits and other socially conscious companies, and so we are able to rub shoulders and network with a lot of community good focused companies and individuals around Durham. It helps us connect more locally.”

At MAXX Potential, we offer our local Apprentices the option of working at Gather or ReCity, and we have Apprentices who work in person at Customer offices.

Virtual employees build their own network and community, becoming ambassadors for their company in their coworking spaces.

Are you ready to partner with a company who’s figured out the in-person and virtual workplace? MAXX Potential transforms company talent strategies, allowing you to tap into your company’s full potential when you’re not busy worrying about your next hire. Reach out today at MAXXpotential.com/contact to find out what we can do for you and your team!

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

How to Cultivate Company Culture in a Virtual Workplace

Staying People-Focused and Flexible in an AI World

By MAXX Potential

  • Businesses
three cartoon characters paddle a canoe together, representing cultivating company culture in a virtual space

As work from home becomes more common, companies and employees alike wonder how to maintain company culture in a virtual workplace. When everyone was in the office, the glue of workplace culture solidified during watercooler chats, lunchroom overlap, and “do you have a second?” conversation starters.

Employers and employees alike benefit from the virtual workplace, and the list of benefits for the employer who employs virtual workers includes streamlined communication, higher productivity, larger talent pool, lower turnover rates, reduced overhead costs, and improved inclusivity. Yet, some worry about the loss of company culture without in-person interactions.

The future of work is flexible, and personal connection can thrive virtually. Get your work done in a way that’s best for your people and your company whether that’s in person or virtual. 

The Future of Work is People-Focused

While AI streamlines many aspects of our jobs, it’s important to understand the measurements of great work. ChatGPT provides the data in response to targeted prompts, and yet, while it’s faster, it does need a person to check its work. 

People with the skills, experience, and judgment to understand how a process works have the ability to troubleshoot. AI can help work get done, and it needs to be managed by people with strong mental models.

With many people working from home, it’s important that managers define clear success criteria for projects. This ensures that work is completed whether in the office or at home.

Now is the time to be investing in your team of people. The MAXX Apprenticeship program teaches MAXX Apprentices different processes around technology, Artificial Intelligence, learning, mental models, and decision-making. 

Defining and Communicating Company Core Values

Beyond mission and vision statements, many companies have defined core values to guide company and employee behavior as well as overall alignment. These core values are key to ensuring that your team understands what qualities are applauded. 

For MAXX Potential, these values are Initiative, Curiosity, Collaboration, Authenticity, and Perseverance. We hire people who demonstrate these values. We talk about these values in meetings, training, and interviews. They are part of annual reviews, and they are what Apprentices are measured by for Apprentice of the Month social posts. 

Each person who joins MAXX Potential already embodies our company values. As Kim Mahan, MAXX Founder, likes to say, “For lasting change, you want believers. Start by being the change, while focusing on common ground (like “productivity” rather than “social”) and make it safe for people to watch and learn. Attitudes and opinions will then progress and evolve much faster on their own.”

Clear company values with associated behaviors builds company culture and Customer trust. If your employees’ behavior aligns with company values, then Customers know what to expect for their partnerships with your company.

Virtually Connected Company Culture

Company culture is more than watercooler conversations. A couple of key elements for inspiring strong company culture include a strong onboarding process, clear expectations, and tactile elements, such as company swag.

Engaged remote workers demonstrate a high morale and high productivity. It’s even better when virtual employees feel like they have autonomy, flexibility, and agency within their role.

At MAXX Potential, we encourage regular communication and feedback through virtual meetings, specified stand-up meetings, and communication channels. Periodic one-on-one meetings offer a great check-in on projects, morale, and other items.

A great way to boost morale is to highlight outstanding employees, and MAXX Potential does this every month with a nominated Apprentice of the Month who has exhibited the MAXX core values. The announcement is celebrated in our monthly Town Hall gathering, on Slack with emojis, comments, gifs, and a social media post. 

While our offices may be separate, technology connects each of us. 

“When I joined MAXX Potential, I was astounded that my supervisor and the founders of the company encouraged me to set up 30-min chats with my coworkers just to get to know them.” Barbara Brutt, Content Marketer, said. “I’ve been working remotely since 2017, and this was the first company who saw these conversations as an important part of my workday.” 

Many tools exist to support the remote workplace and company culture. Some ideas to build company culture include Slack donut, gaming groups, specific channels for different interests, virtual coffee breaks, and online stretches or workouts. 

When employees connect about life interests or in real life, this creates pathways for future collaboration and great teamwork. 

WFH in Co-working Spaces

Co-working spaces have existed for years as the entrepreneur’s best friend, and in the last few years, these spaces gained momentum and popularity for corporate workers who no longer work at the office.

At Durham’s American Underground, a co-working space, a researcher intended to interview entrepreneurs. Instead, he met corporate employee after corporate employee. While he wasn’t meeting his research goals, he observed something interesting: remote employees were seeking community.

Co-working spaces have become a haven and a hub for corporate workers and entrepreneurs. Workers choose co-working for a variety of reasons, whether it’s to find a quiet space or to be with others.

“We’ve had a few Apprentices make frequent use of ReCity,” John Spauls, MAXX Potential Director of Operations, said. He pointed out that the co-working space provided a quiet, focused working space for Apprentices who’s families had grown, houses were under construction, or needed community.

“I enjoy ReCity because of the connections it provides us in the Durham community.” Spauls shared. “ReCity is a local shared working space, not part of a larger national chain. As such, they have favorable pricing for non-profits and other socially conscious companies, and so we are able to rub shoulders and network with a lot of community good focused companies and individuals around Durham. It helps us connect more locally.”

At MAXX Potential, we offer our local Apprentices the option of working at Gather or ReCity, and we have Apprentices who work in person at Customer offices.

Virtual employees build their own network and community, becoming ambassadors for their company in their coworking spaces.

Are you ready to partner with a company who’s figured out the in-person and virtual workplace? MAXX Potential transforms company talent strategies, allowing you to tap into your company’s full potential when you’re not busy worrying about your next hire. Reach out today at MAXXpotential.com/contact to find out what we can do for you and your team!

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

Want to Future-Proof Your Business? Diversify Your Tech Talent Strategy

By MAXX Potential

  • Businesses
Two men sit in front of laptops, working together to figure out a transformative tech talent strategy

No time like the present to consider steps to building a diverse and sustainable tech talent pipeline in light of the pace of advancement in artificial intelligence (AI) and automation. We need flexibility, innovation, and versatility in our talent strategies. 

Disruption punctuates tech conversations, and we believe the answer is anchored in upskilling and apprenticeship.

The shifting tech landscape offers so much potential for positive changes, and in this post, we’ll explore options for responding to how the tech industry is transforming and how MAXX Potential is supporting organizations in embracing the opportunities ahead.

The AI Conundrum: Job Replacement vs. Job Creation

While AI and automation advancements raise job displacement concerns, these technologies also generate new roles with distinct skill sets. 

“Tech didn’t replace its human counterparts – it actually led to more people in work, not less.” HCAmag.com pointed out in a recent article, “The ‘common sense conundrum’ for workplace AI: Which roles will fall to robotics?” They shared an example of Amazon’s largest warehouse in Delaware, US, where robots outnumbered humans, but they still employed more people at this warehouse than their other warehouses. 

According to HCAmag.com, “AI will always stumble over something, leaving humans to pitch in. And humans will always get stuck on data configuration, which is where AI excels.”

Tech leaders face questions from all sides about whether or not to replace humans with robots and new technologies. In some cases, it might make sense, and in others, it might not.

The fact is that AI will transform jobs and their corresponding tasks. That’s why it’s vital to ground your career development in timeless talents for a shifting tech landscape. 

Building Your Tech Talent Pipeline: Upskilling

Upskilling is the development of the people you already have on your team, and research shows that upskilling improves morale and productivity.

The World Economic Forum forecasts that “half of all employees will require reskilling by 2025.”

Forward-looking companies are moving to prioritize upskilling and reskilling of their workforce. The businesses that will ride the wave of tech advances are the ones that focus on lifelong learning.

Meanwhile, employees are also seeking to work for companies that invest in employee careers through development and upskilling, and according to the US Chamber, 94% of employees said they would stay at a company longer when professional development opportunities are available.

Ready to rise to meet the AI and automation changes? Train, reskill, and upskill your tech workforce.

In 2021-2022, alongside one of our customers, we demonstrated the transformative power of upskilling by offering its first-line representatives an opportunity to transition into IT roles. Out of 1,800 employees, 70 showed interest, and 25 were selected for a comprehensive Career Lab workshop. This resulted in 12 interviews and eight potential transitions into IT roles. 

The process revealed a wealth of untapped talent, highlighting the value of upskilling as part of a strategic talent development plan. The workshop saw high engagement and retention. Our client’s active involvement was pivotal, indicating that management’s commitment to employee career growth is a key success factor in upskilling initiatives. 

Our custom upskilling solutions range from company-wide training to team-specific workshops.

Apprenticeship: A Call for Flexibility and Agility

Rapid change calls for turning to solutions such as the apprenticeship model with its hallmarks of on-the-job training and hands-on continuous learning. 

Many large businesses are tapping into this approach by developing internal apprenticeship programs; however, this isn’t always feasible for small and medium-sized businesses with less capacity to manage their own. 

Apprenticeship USA reports that employment retention for apprentices remains high with 93% of apprentices retaining employment after their apprenticeship. This is good news for companies who desire to develop and retain their tech team.

Partnership with MAXX Potential means an integration of an apprenticeship system into your business ecosystem without bearing the full costs of starting and maintaining the program. Your business benefits from a tech talent pipeline that is tuned to the company, your technology stack, and processes. 

Hiring is easy and turnover is mitigated by a bench of hungry lifelong learners ready to add value. MAXX Apprentices come from a variety of backgrounds, and they learn on the job with the assistance of their mentor.

Apprenticeship requires a high level of adaptability as apprentices jump to learn in-demand skills. At MAXX, apprentices work in Robotic Process Automation, Cybersecurity, Enterprise Application Maintenance, and so much more. 

When something new releases, MAXX Apprentices explore the technology, discover its best use cases, and expand their knowledge base. This is a company-wide value, and our MAXX leadership team and core staff are constantly doing the same, as seen in this interview about the first 48 hours of Open AI’s API.

If your business is ready to invest in a flexible and agile apprenticeship program, partner with MAXX. We’ll help you navigate these exciting times. Get in touch at maxxpotential.com/contact-us.

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

Want to Future-Proof Your Business? Diversify Your Tech Talent Strategy

By MAXX Potential

  • Businesses
Two men sit in front of laptops, working together to figure out a transformative tech talent strategy

No time like the present to consider steps to building a diverse and sustainable tech talent pipeline in light of the pace of advancement in artificial intelligence (AI) and automation. We need flexibility, innovation, and versatility in our talent strategies. 

Disruption punctuates tech conversations, and we believe the answer is anchored in upskilling and apprenticeship.

The shifting tech landscape offers so much potential for positive changes, and in this post, we’ll explore options for responding to how the tech industry is transforming and how MAXX Potential is supporting organizations in embracing the opportunities ahead.

The AI Conundrum: Job Replacement vs. Job Creation

While AI and automation advancements raise job displacement concerns, these technologies also generate new roles with distinct skill sets. 

“Tech didn’t replace its human counterparts – it actually led to more people in work, not less.” HCAmag.com pointed out in a recent article, “The ‘common sense conundrum’ for workplace AI: Which roles will fall to robotics?” They shared an example of Amazon’s largest warehouse in Delaware, US, where robots outnumbered humans, but they still employed more people at this warehouse than their other warehouses. 

According to HCAmag.com, “AI will always stumble over something, leaving humans to pitch in. And humans will always get stuck on data configuration, which is where AI excels.”

Tech leaders face questions from all sides about whether or not to replace humans with robots and new technologies. In some cases, it might make sense, and in others, it might not.

The fact is that AI will transform jobs and their corresponding tasks. That’s why it’s vital to ground your career development in timeless talents for a shifting tech landscape. 

Building Your Tech Talent Pipeline: Upskilling

Upskilling is the development of the people you already have on your team, and research shows that upskilling improves morale and productivity.

The World Economic Forum forecasts that “half of all employees will require reskilling by 2025.”

Forward-looking companies are moving to prioritize upskilling and reskilling of their workforce. The businesses that will ride the wave of tech advances are the ones that focus on lifelong learning.

Meanwhile, employees are also seeking to work for companies that invest in employee careers through development and upskilling, and according to the US Chamber, 94% of employees said they would stay at a company longer when professional development opportunities are available.

Ready to rise to meet the AI and automation changes? Train, reskill, and upskill your tech workforce.

In 2021-2022, alongside one of our customers, we demonstrated the transformative power of upskilling by offering its first-line representatives an opportunity to transition into IT roles. Out of 1,800 employees, 70 showed interest, and 25 were selected for a comprehensive Career Lab workshop. This resulted in 12 interviews and eight potential transitions into IT roles. 

The process revealed a wealth of untapped talent, highlighting the value of upskilling as part of a strategic talent development plan. The workshop saw high engagement and retention. Our client’s active involvement was pivotal, indicating that management’s commitment to employee career growth is a key success factor in upskilling initiatives. 

Our custom upskilling solutions range from company-wide training to team-specific workshops.

Apprenticeship: A Call for Flexibility and Agility

Rapid change calls for turning to solutions such as the apprenticeship model with its hallmarks of on-the-job training and hands-on continuous learning. 

Many large businesses are tapping into this approach by developing internal apprenticeship programs; however, this isn’t always feasible for small and medium-sized businesses with less capacity to manage their own. 

Apprenticeship USA reports that employment retention for apprentices remains high with 93% of apprentices retaining employment after their apprenticeship. This is good news for companies who desire to develop and retain their tech team.

Partnership with MAXX Potential means an integration of an apprenticeship system into your business ecosystem without bearing the full costs of starting and maintaining the program. Your business benefits from a tech talent pipeline that is tuned to the company, your technology stack, and processes. 

Hiring is easy and turnover is mitigated by a bench of hungry lifelong learners ready to add value. MAXX Apprentices come from a variety of backgrounds, and they learn on the job with the assistance of their mentor.

Apprenticeship requires a high level of adaptability as apprentices jump to learn in-demand skills. At MAXX, apprentices work in Robotic Process Automation, Cybersecurity, Enterprise Application Maintenance, and so much more. 

When something new releases, MAXX Apprentices explore the technology, discover its best use cases, and expand their knowledge base. This is a company-wide value, and our MAXX leadership team and core staff are constantly doing the same, as seen in this interview about the first 48 hours of Open AI’s API.

If your business is ready to invest in a flexible and agile apprenticeship program, partner with MAXX. We’ll help you navigate these exciting times. Get in touch at maxxpotential.com/contact-us.

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The First 48 Hours of OpenAI’s API: An Interview with Tucker Mahan

By MAXX Potential

  • Apprenticeship, Businesses

“There’s been a lot of comparisons of this tech to some of the bigger disruptors, such as the internet, Google search, and cloud computing.” Tucker Mahan, MAXX Potential Talent Director, is talking about ChatGPT and the OpenAI API. “There’s a lot of interesting dialogue happening – ethics, opinions, security, value versus investment, and predictions.”

As ChatGPT remains the main topic of conversation at board tables and in break rooms, it’s time to be playing with the possibilities, pushing limitations, and exercising curiosity. 

And that’s exactly what Tucker’s been doing. In the first 48 hours after the release, Tucker integrated the new model endpoints into his ongoing project.

How OpenAI API Integration Can Take Your Project to the Next Level

Hour 1: Exploring the Potential of OpenAI GPT-3.5-Turbo and Whisper APIs

With the release of the Whisper API, Tucker envisioned being able to upgrade his custom-built assistant, Dumbledore, to use their transcriptions and translations endpoints to improve the Speech-to-Text speed, add a Spanish practice bot, and implement a wake word solution.

“The Whisper API was super great.” Tucker explained that he’d worked with the open source project before the API was released, and he had considered building something that would do the job for his Dumbledore project. In the end, he’d opted to use an alternative Speech-to-Text solution up until the Whisper API released. “Being able to access their API to do Whisper translations in real time was super exciting.”

He shared his process for a good working session when he wants to be in the zone. “I just sit down. I put my headphones on. I forget to turn the music on, and I start chugging away.” 

He focused on Dumbledore for hours, coding several new features to make the assistant do what he wanted. It wasn’t until his wife showed up at his desk with a plate of Margherita pizza around 8:30 pm that he realized he’d forgotten to eat.

Hours 2-5: How ChatGPT Speeds Up Project Development

Throughout the entire project, Tucker kept ChatGPT open on part of his screen to write basic code, trouble shoot, and provide insight as needed. The tool proved its worth. Tucker reported, “ChatGPT helped me debug, frame, and structure a lot of the improved Dumbledore project.”

For Tucker, the idea is to use ChatGPT to speed up his process.

“So when I’m writing a lot of boilerplate, simple logic stuff, Python, JavaScript, HTML, CSS, I’m using it for that. It does get things wrong.” Tucker explains. “I adjust variables and make adjustments where I need to.”

But there’s a key to getting stronger and better code from ChatGPT. Tucker shared, “If I do a good job of feeding it parts of my code up front, or which libraries I’m using, it starts using the variable names and libraries I’ve already selected so that its output is a lot more custom to what you’re doing.”

Hour 6: Testing the Limits of AI Conversation

With ChatGPT by his side, Tucker created Dumbledore 3.5. His new iteration incorporated the Whisper API and GPT-3.5-Turbo models to enhance more in-depth conversation. Around midnight, Tucker tested Dumbledore 3.5.

“Hey, Dumbledore.” Tucker spoke the wake words.
“With whom would you like to speak?” His computer asked.
“Abuelo,” Tucker replied.
“Hola, ¿qué pasa?” was the immediate response from the AI assistant.

Tucker programmed Dumbledore 3.5 to have three different versions of his assistant. For basic functionality, Tucker can reply, “ChatGPT.” If Tucker responds with “Dumbledore,” he’ll be greeted by a voice that sounds uncannily like Dumbledore from the Harry Potter movie series, and if he responds with “Abuelo,” Dumbledore speaks in Spanish.

“I’m constantly working on my Spanish skills. My wife is fluent in Spanish and our son will be bilingual, so I want to make sure that I can keep up with them.” Tucker explains why his personal assistant is fluent in Spanish and English. “Having the ability to talk to a computer that will not judge me when I mispronounce things is front and center for me. This was possible because of the Whisper API and GPT 3.5.”

GPT-4 Is Here – What Are Your Thoughts?

“This is technology worth learning,” Tucker shared. “I believe that it has so many potential applications and will continue evolving rapidly, likely getting integrated into so many of the tools we already use. I tuned into the GPT-4 developer preview with 100k+ others, and the improvements with that model are great to see. My favorite moment was seeing GPT-4 summarize a blog post using only the letter Q and GPT-4 as a proper noun, ‘GPT-4 quintessentially quickens quality quantifications, quelling questionable quandaries.’”

ChatGPT is already being used by many, and Tucker suggests finding out if people on your teams are using the tool. “Odds are there’s at least a couple on your teams who are.”

“Education and training with this tech is a good next step. I think a lot of creative efforts are necessary to discover how to best utilize this tech, because there are so many time and cost savings involved if you do this well. It has certainly increased my productivity.”

At MAXX Potential, we encourage curiosity, initiative, and exploration. If you’re interested in talking with MAXX about how AI can help your company reach its goals, contact us!

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Hack-a-Thon Projects Shared by Apprentices

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READ MORE

The First 48 Hours of OpenAI’s API: An Interview with Tucker Mahan

By MAXX Potential

  • Apprenticeship, Businesses

“There’s been a lot of comparisons of this tech to some of the bigger disruptors, such as the internet, Google search, and cloud computing.” Tucker Mahan, MAXX Potential Talent Director, is talking about ChatGPT and the OpenAI API. “There’s a lot of interesting dialogue happening – ethics, opinions, security, value versus investment, and predictions.”

As ChatGPT remains the main topic of conversation at board tables and in break rooms, it’s time to be playing with the possibilities, pushing limitations, and exercising curiosity. 

And that’s exactly what Tucker’s been doing. In the first 48 hours after the release, Tucker integrated the new model endpoints into his ongoing project.

How OpenAI API Integration Can Take Your Project to the Next Level

Hour 1: Exploring the Potential of OpenAI GPT-3.5-Turbo and Whisper APIs

With the release of the Whisper API, Tucker envisioned being able to upgrade his custom-built assistant, Dumbledore, to use their transcriptions and translations endpoints to improve the Speech-to-Text speed, add a Spanish practice bot, and implement a wake word solution.

“The Whisper API was super great.” Tucker explained that he’d worked with the open source project before the API was released, and he had considered building something that would do the job for his Dumbledore project. In the end, he’d opted to use an alternative Speech-to-Text solution up until the Whisper API released. “Being able to access their API to do Whisper translations in real time was super exciting.”

He shared his process for a good working session when he wants to be in the zone. “I just sit down. I put my headphones on. I forget to turn the music on, and I start chugging away.” 

He focused on Dumbledore for hours, coding several new features to make the assistant do what he wanted. It wasn’t until his wife showed up at his desk with a plate of Margherita pizza around 8:30 pm that he realized he’d forgotten to eat.

Hours 2-5: How ChatGPT Speeds Up Project Development

Throughout the entire project, Tucker kept ChatGPT open on part of his screen to write basic code, trouble shoot, and provide insight as needed. The tool proved its worth. Tucker reported, “ChatGPT helped me debug, frame, and structure a lot of the improved Dumbledore project.”

For Tucker, the idea is to use ChatGPT to speed up his process.

“So when I’m writing a lot of boilerplate, simple logic stuff, Python, JavaScript, HTML, CSS, I’m using it for that. It does get things wrong.” Tucker explains. “I adjust variables and make adjustments where I need to.”

But there’s a key to getting stronger and better code from ChatGPT. Tucker shared, “If I do a good job of feeding it parts of my code up front, or which libraries I’m using, it starts using the variable names and libraries I’ve already selected so that its output is a lot more custom to what you’re doing.”

Hour 6: Testing the Limits of AI Conversation

With ChatGPT by his side, Tucker created Dumbledore 3.5. His new iteration incorporated the Whisper API and GPT-3.5-Turbo models to enhance more in-depth conversation. Around midnight, Tucker tested Dumbledore 3.5.

“Hey, Dumbledore.” Tucker spoke the wake words.
“With whom would you like to speak?” His computer asked.
“Abuelo,” Tucker replied.
“Hola, ¿qué pasa?” was the immediate response from the AI assistant.

Tucker programmed Dumbledore 3.5 to have three different versions of his assistant. For basic functionality, Tucker can reply, “ChatGPT.” If Tucker responds with “Dumbledore,” he’ll be greeted by a voice that sounds uncannily like Dumbledore from the Harry Potter movie series, and if he responds with “Abuelo,” Dumbledore speaks in Spanish.

“I’m constantly working on my Spanish skills. My wife is fluent in Spanish and our son will be bilingual, so I want to make sure that I can keep up with them.” Tucker explains why his personal assistant is fluent in Spanish and English. “Having the ability to talk to a computer that will not judge me when I mispronounce things is front and center for me. This was possible because of the Whisper API and GPT 3.5.”

GPT-4 Is Here – What Are Your Thoughts?

“This is technology worth learning,” Tucker shared. “I believe that it has so many potential applications and will continue evolving rapidly, likely getting integrated into so many of the tools we already use. I tuned into the GPT-4 developer preview with 100k+ others, and the improvements with that model are great to see. My favorite moment was seeing GPT-4 summarize a blog post using only the letter Q and GPT-4 as a proper noun, ‘GPT-4 quintessentially quickens quality quantifications, quelling questionable quandaries.’”

ChatGPT is already being used by many, and Tucker suggests finding out if people on your teams are using the tool. “Odds are there’s at least a couple on your teams who are.”

“Education and training with this tech is a good next step. I think a lot of creative efforts are necessary to discover how to best utilize this tech, because there are so many time and cost savings involved if you do this well. It has certainly increased my productivity.”

At MAXX Potential, we encourage curiosity, initiative, and exploration. If you’re interested in talking with MAXX about how AI can help your company reach its goals, contact us!

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

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Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

AI Is Taking Over Resume Assessment. Is That A Good Thing?

By Barbara Brutt

  • Apprenticeship, Businesses
Men At Interview With AI Robot Machine

The benefits of Artificial Intelligence (AI) technology are here to stay, and it’s already automating many processes, including hiring. Charged with automation of repetitive tasks, AI frees humans for other creative problem-solving challenges—specifically, the ability to produce new ways to do things. When it comes to resume assessment, AI handles collection and resume analysis while managers run the interview process.

The purpose of the resume is to get a candidate’s foot in the door for the hiring process. When a hiring manager or an AI software program looks at a resume, they’re seeking specific skills and experience. So what does it take to assess a resume and the corresponding candidate?

What It Takes to Assess a Resume

Most industries require a resume for an initial job application, and these documents are basically a sparknotes version of a candidate’s work history and experience. When looking at a resume, it’s important to compare the job description to the work experience. If the role requires interpersonal skills or daily writing responsibilities, it’s ideal to look for customer service experience and clean writing throughout the resume.

A Human Assesses a Resume

When a Human Resources hiring manager handles job applications and assesses resumes, they compare job experience to the role description. They look at job history, projects, and results. Hit the right style points, and some managers will likely be swayed to interview. Hide your contact information in an excessive design, and you may never hear back.

The human element of resume assessment may include unconscious biases, gut instincts, and certain familiarities. This can make some resumes move to the top of the pile while other candidates who might be great for the role are overlooked.

While a resume presents job facts, it also shares a story of personal and professional growth. A hiring manager can see the candidate’s career passion, sense of authenticity, and personal pride. These clues converge to represent a candidate’s potential.

AI Assesses a Resume

AI replacing humans has made the resume assessment process more efficient. Collecting resumes through an automated application system allows for notifications of resume receipt to be sent to employer and candidate alike. These are welcome benefits.

When an AI program assesses a resume, its algorithms follow exact rules. AI searches for keywords from the job description in the resume, and it assesses whether or not the appropriate certifications, education levels, and work timelines are present. For AI, the process is a simple yes or no. If a resume meets the criteria, then the corresponding candidate moves forward in the hiring process.

As AI becomes more pervasive, many people fear being replaced by artificial intelligence. However, according to census data studies collected over the last 140 years, automation technology has actually created more jobs.

The Problem with AI Resume Assessment

Where AI falls short in recruiting is how it evaluates candidates based on historical data as opposed to their current potential. AI vetoes resumes of candidates who may have the necessary skills and aptitude for a role, but they lack the education levels or general certifications.

AI was not designed to increase the diversity in hiring. It was designed to make administrative processes more efficient for employers. It did one job, but it cannot do the other. There are many people capable of filling the positions that cause recruiting headaches for tech employers, but they won’t all shine in historical evaluation systems. 

In the United States, there are an estimated 27 million “hidden workers,” people who want to work but are failing the initial resume assessment because they’re lacking credentials. AI resume assessment misses the candidate’s potential and value beyond credentials.

According to the Harvard Business School, hidden workers cited the following criteria that disqualified them from securing work:

  • 36% – years of experience
  • 30% – employment gaps in resume
  • 29% – academic performance
  • 29% – professional credentials
  • 26% – career progression (previous job titles and employers)
  • 22% – skills

A large majority (88%) of employers agree that qualified high-skill candidates are vetted out of the process because they do not match the exact criteria established by the job description. That number rose to 94% in the case of middle-skill workers.

AI algorithms are designed to isolate criteria on an applicant’s resume and sort resumes by that information, but the algorithms may skip a creatively-skilled applicant’s resume who may become an impactful employee.

Knowing how to spot potential is crucial and it’s what MAXX Potential does.

Assessing Potential Beyond the Resume

Recognizing potential in a resume starts with reading between the lines of the project accomplishments, interpersonal achievements, and passion presentation. While AI checkmarks credentials, industry keywords, and education, hiring managers unearth a candidate’s attitude, drive, and eagerness.

At MAXX Potential, we look for the people who light up—who revel in the journey of solving a problem.

We find talented individuals because they are interested in joining the tech industry and sign up for the free multi-session Career Lab. Participants interact with hands-on activities, demonstrating problem-solving abilities alongside their tech experience. After Career Lab, some participants apply to the paid apprenticeship program where they gain on-the-job experience and professional development mentorship.

There is no shortage of high potential people—the key is finding them and equipping them to succeed in the tech industry.

Ready to learn more about the tech industry or ready to find a unique way to invest in future tech talent? Register for our next Career Lab as a participant or partner with MAXX Potential to access a diverse talent pipeline.

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

AI Is Taking Over Resume Assessment. Is That A Good Thing?

By Barbara Brutt

  • Apprenticeship, Businesses
Men At Interview With AI Robot Machine

The benefits of Artificial Intelligence (AI) technology are here to stay, and it’s already automating many processes, including hiring. Charged with automation of repetitive tasks, AI frees humans for other creative problem-solving challenges—specifically, the ability to produce new ways to do things. When it comes to resume assessment, AI handles collection and resume analysis while managers run the interview process.

The purpose of the resume is to get a candidate’s foot in the door for the hiring process. When a hiring manager or an AI software program looks at a resume, they’re seeking specific skills and experience. So what does it take to assess a resume and the corresponding candidate?

What It Takes to Assess a Resume

Most industries require a resume for an initial job application, and these documents are basically a sparknotes version of a candidate’s work history and experience. When looking at a resume, it’s important to compare the job description to the work experience. If the role requires interpersonal skills or daily writing responsibilities, it’s ideal to look for customer service experience and clean writing throughout the resume.

A Human Assesses a Resume

When a Human Resources hiring manager handles job applications and assesses resumes, they compare job experience to the role description. They look at job history, projects, and results. Hit the right style points, and some managers will likely be swayed to interview. Hide your contact information in an excessive design, and you may never hear back.

The human element of resume assessment may include unconscious biases, gut instincts, and certain familiarities. This can make some resumes move to the top of the pile while other candidates who might be great for the role are overlooked.

While a resume presents job facts, it also shares a story of personal and professional growth. A hiring manager can see the candidate’s career passion, sense of authenticity, and personal pride. These clues converge to represent a candidate’s potential.

AI Assesses a Resume

AI replacing humans has made the resume assessment process more efficient. Collecting resumes through an automated application system allows for notifications of resume receipt to be sent to employer and candidate alike. These are welcome benefits.

When an AI program assesses a resume, its algorithms follow exact rules. AI searches for keywords from the job description in the resume, and it assesses whether or not the appropriate certifications, education levels, and work timelines are present. For AI, the process is a simple yes or no. If a resume meets the criteria, then the corresponding candidate moves forward in the hiring process.

As AI becomes more pervasive, many people fear being replaced by artificial intelligence. However, according to census data studies collected over the last 140 years, automation technology has actually created more jobs.

The Problem with AI Resume Assessment

Where AI falls short in recruiting is how it evaluates candidates based on historical data as opposed to their current potential. AI vetoes resumes of candidates who may have the necessary skills and aptitude for a role, but they lack the education levels or general certifications.

AI was not designed to increase the diversity in hiring. It was designed to make administrative processes more efficient for employers. It did one job, but it cannot do the other. There are many people capable of filling the positions that cause recruiting headaches for tech employers, but they won’t all shine in historical evaluation systems. 

In the United States, there are an estimated 27 million “hidden workers,” people who want to work but are failing the initial resume assessment because they’re lacking credentials. AI resume assessment misses the candidate’s potential and value beyond credentials.

According to the Harvard Business School, hidden workers cited the following criteria that disqualified them from securing work:

  • 36% – years of experience
  • 30% – employment gaps in resume
  • 29% – academic performance
  • 29% – professional credentials
  • 26% – career progression (previous job titles and employers)
  • 22% – skills

A large majority (88%) of employers agree that qualified high-skill candidates are vetted out of the process because they do not match the exact criteria established by the job description. That number rose to 94% in the case of middle-skill workers.

AI algorithms are designed to isolate criteria on an applicant’s resume and sort resumes by that information, but the algorithms may skip a creatively-skilled applicant’s resume who may become an impactful employee.

Knowing how to spot potential is crucial and it’s what MAXX Potential does.

Assessing Potential Beyond the Resume

Recognizing potential in a resume starts with reading between the lines of the project accomplishments, interpersonal achievements, and passion presentation. While AI checkmarks credentials, industry keywords, and education, hiring managers unearth a candidate’s attitude, drive, and eagerness.

At MAXX Potential, we look for the people who light up—who revel in the journey of solving a problem.

We find talented individuals because they are interested in joining the tech industry and sign up for the free multi-session Career Lab. Participants interact with hands-on activities, demonstrating problem-solving abilities alongside their tech experience. After Career Lab, some participants apply to the paid apprenticeship program where they gain on-the-job experience and professional development mentorship.

There is no shortage of high potential people—the key is finding them and equipping them to succeed in the tech industry.

Ready to learn more about the tech industry or ready to find a unique way to invest in future tech talent? Register for our next Career Lab as a participant or partner with MAXX Potential to access a diverse talent pipeline.

MORE POSTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

Building vs. Buying Talent: Which is right for you?

By The Team at MAXX

  • Apprenticeship, Businesses

Many IT executives are routinely faced with decisions on whether to build vs. buy when it comes to critical business applications (There’s a great post on that topic here), but how can you apply this framework to your talent strategy? Should you build or buy the necessary talent to grow your team? Our take: as with enterprise software, a winning approach involves applying a strategic framework and the capacity to do both.

Is there anything more strategic than your culture and talent strategy?

It makes sense to buy talent, and by that, we mean paying market premiums for experienced professionals, when the role requires advanced skills such as prior leadership experience, industry knowledge, and a deep technical track record. When a candidate has amassed a resume of skills and experience, your investment decision is based on how they can integrate into your organization, and the immediate value they can add in terms of increased revenue or implementing cost-savings strategies.

For entry-level positions, however, turnover should be higher if you are finding capable and driven employees, and the selection process is less straightforward. You are looking for motivated individuals with the ability to become that senior professional one day. Integrating a build approach into your talent strategy is a long-term investment that will set your organization up for success and pay off well into the future.

The Unique Challenges of Entry-level Roles

Buying talent for entry-level roles can seem like a faster option initially, but it becomes more costly when you have to do it over and over again (as you should). On the surface these roles may seem less strategic, and can also consume a disproportionate amount of training time and recruiting expense to keep them staffed. Downtime for even the most junior roles is costly and presents an operational risk.

  1. Hiring
    Entry-level candidates are lacking the years of experience that are sought after for more senior roles. This makes a traditional resumé the least valuable tool in making a selection. At this stage you are looking for two things: value-alignment and aptitude. These are hard to measure, and the cost of a mistake at this stage is high.
  2. Developing
    Mentoring entry-level talent takes time and attention away from experienced employees who are already at capacity. Many organizations also lack the capacity and budget to build a custom training program that includes dedicated full-time staff who are skilled, not only in their technical craft, but in the art of mentoring.
  3. Retaining
    High-potential employees are seekers of continuous growth and learning opportunities. Building a structured process for upskilling requires far more than purchasing a library of self-study training material (Don’t we have the Internet for that?). Most savvy leaders know that investing in their team creates a culture of continuous learning and growth that people will stick around for.

MAXX Potential was built by industry leaders who experienced these challenges first-hand and created a solution. Organizations have a need to invest in entry-level recruiting in order to grow their teams without taking away from other strategic imperatives. MAXX has cultivated a strong pipeline along with a supporting infrastructure specific to entry-level enterprise technology roles. We seek out people who have the potential and desire to break into the technology industry, and work with them to develop the skills needed to thrive in your organization. Our goal is to fill entry-level technology roles with people who are worth investing in and have the capability to contribute to your organization in a way that is meaningful starting day one.

Let Us Take these Entry-level Challenges Off Your Plate

While we aren’t a fit for ALL of your talent needs, what we do at MAXX Potential, we do really well. As a partner, we offer effective solutions for filling entry-level technology roles with the least amount of risk and disruption.

With guaranteed backfill of vacated roles, customized on-the-job training, ongoing mentor support and zero conversion fees to hire at any time, MAXX Potential would be an impactful addition to your overall talent strategy. Contact us today.

OUR THOUGHTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE

Building a Diverse Tech Talent Pipeline

By The Team at MAXX

  • Apprenticeship, Businesses

The Importance of Building A Diverse and Sustainable Tech Talent Pipeline

For many tech employers, attracting and retaining talent is one of the biggest challenges they face today. It has become clear that the traditional way of recruiting — an evaluation based on verifiable resumé experience alone — isn’t producing the results to meet the demand. Attracting talented individuals from non-traditional sources has gone from being a competitive advantage to a strategic imperative.

Compounding the problem is pure supply and demand economics. Employee expectations for remote work options, and the fact that prospective candidates have more opportunities globally has taken the “war for talent” to a whole new level. With the largest multinational corporations now having the capacity and resources to be a force at every virtual career fair and therefore having the first picks from the talent pool, how is a mid-size firm to compete? To address the shortage, there are also a growing number of alternative pathways such as bootcamps and specialty programs, but with varying degrees of caliber and success rates. The “tech talent creation” landscape has become difficult to navigate and could easily consume an entire team just to evaluate the effectiveness of all these programs

The unique challenges with entry-level roles

Beyond the complexities in finding experienced talent, filling entry-level IT roles presents additional challenges for both IT and HR leaders. The first issue is that most high-potential learners will not want to stay in an entry-level position for long. Once they’ve picked up the skills a junior role has to offer, they will (and should) be looking for a next challenge to keep advancing their skills. This leads to a recurring problem of having to find and retrain new hires in less-strategic, but critical front-line positions. Those positions are often the best place for a high-potential future technologist to start.

The other challenge with entry level roles is that, already at capacity and understaffed, most IT leaders can’t afford to allocate their most capable staff to mentoring inexperienced hires who will have a lot of questions and require more coaching than an experienced hire.

To tackle these challenges, most leaders are looking for innovative solutions. A common quote we hear from customers is, “in order to survive and compete in the future, we have to get creative and it’s time for us to build our own pipeline.”

Diversity matters now more than ever.

Struggling to find the best people? Cast a wider net! Diversity is often used to describe gender, race, and other observable characteristics. Many forward-thinkers are recognizing that this definition is no longer sufficient. At MAXX Potential, we have a much broader definition of diversity that also includes aspects that make individuals unique, such as skillsets, personality types, and individual life experiences. We attract a diverse spectrum of people from all walks of life who are creative thinkers, problem-solvers, and share a passion for technology. 

MAXX Potential recognized all of these shifting dynamics long ago and has spent the last decade building a successful and sustainable solution.

What makes MAXX Potential apprenticeship approach effective?

By working with MAXX Potential, our partners have access to a continuous supply of capable talent. We always have a motivated Apprentice on-deck, which eliminates downtime. Our results-driven approach incentivizes successful outcomes and was designed to remove the unintentional bias that is often prevalent in traditional recruiting. No candidate is ruled out based on their resume or past experience. We welcome new grads as equally as career-changers who love technology and are looking for a career trajectory-changing opportunity.

How we spot talent

At the foundation of our approach is the MAXX Potential Career Lab, which was designed to give aspiring technology professionals a taste of what the industry is like. In this immersive learning opportunity, we present candidates with hands-on individual and group activities as we evaluate their desire and aptitude. Many people are working in jobs where they are not able to realize their full potential, and when they are presented with an opportunity to show what they can do, they seize it!  As people move through Career Lab, we use behavior-based methodologies to determine whether they would be a good fit for a paid apprenticeship. Whether or not they move forward, candidates learn valuable life skills and develop a better understanding of the tech industry. Those selected as Apprentices are hired as full-time employees at MAXX Potential where they work directly with industry professionals on real projects to acquire the experience they need to move into higher paying industry roles. To reach folks who might otherwise be overlooked, we are continuously cultivating relationships with community colleges, workforce development programs, bootcamps and other alternative training providers. This extends our customers’ reach while saving them time and they can rest assured that our selection process is thorough and our standards are high.  prevalent in traditional recruiting. No candidate is ruled out based on their resume or past experience. We welcome new grads as equally as career-changers who love technology and are looking for a career trajectory-changing opportunity.

Finding the Win-Win-Win

We think hard about incentives and believe means matter. We meet our Apprentices where they are and provide the individualized mentorship and experience they need to be successful in a tech career. Apprentices progress at their own pace and our customers are able to hire at any time, removing progress-limiting obstacles such as income share agreements, time-bound employment contracts and expensive hiring fees. 

Having successfully mentored thousands of aspiring technologists, we know that still today, checklists and personality tests are not enough to discover the audience of talented people who are well-suited to enter a tech career. Even Myers Briggs agrees that personality tests are valuable for their intended use, but not for hiring and selection processes. In their most recent Trends Report, they note that “organizations need to recognize that individuals can contribute at any age or life stage and focusing on the individual, rather than the mass, is going to make the difference.” We get to know both our apprentices and customers well, and adapt to their unique needs. This leads to long-term relationships built on trust and confidence that we will be there when they need us.

We can help you

Looking to upgrade your talent strategy? Contact us to learn how MAXX Potential can work for you.

OUR THOUGHTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

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High Peaks Partnership 

High Peaks Solutions Launches Innovative Technology Apprenticeship Program in Partnership with MAXX Potential

By Elizabeth Papile

  • Apprenticeship, Businesses

High Peaks Solutions provides clients with innovative approaches to meeting their security objectives through the delivery of consulting services and a unique Software-as-a-Service product offering. Their SaaS product is a purpose-built, innovative, automated platform that redefines and simplifies the management of complex security programs. 

“Hiring and retaining key talent is critical to the success of any business and this is especially true of High Peaks Solutions as we manage our growth and ensure best-in-class service to our clients.  The partnership with MAXX Potential and the Apprenticeship program plays a crucial role in our ability to expand and grow the business by allowing us to find and develop talented resources in this challenging recruiting environment.” Rob Rice – Chief Technology Officer

Early Career Professionals Experience Cybersecurity Careers

Individuals who show a passion for problem solving and are interested in a career in information technology are hired by MAXX Potential where mentorship through an Apprenticeship model is provided. The Apprenticeship phase allows individuals to gain hands-on experience by working directly with customers, while also receiving coaching from experienced professionals.

Apprentices receive a valuable career opportunity in a high-growth field, and High Peaks Solutions can grow their team and build upon their culture of continuous learning. This more effective hiring process allows High Peaks Solutions to increase their profile as a compelling option for early career talent in the IT industry. Included in the partnership is the joint commitment to guide Apprentices while their role is customized to suit the specific needs of High Peaks Solutions and serve their customers in a more efficient and effective manner.

About High Peaks Solutions

High Peaks Solutions is committed to inspiring clients through the development of enhanced security programs so they are better prepared to handle the cybersecurity risks faced by all companies today. They offer management and technical consulting in areas such as security policy development, third-party cybersecurity risk, vulnerability, and business continuity management. The SummIT Security SaaS Platform provides a solution to an automated security program.

About MAXX Potential

MAXX Potential helps businesses transform their talent strategy and individuals kickstart their careers in technology. Their proven Apprenticeship approach delivers high-quality managed services and staff augmentation, while also helping customers build a stronger, more effective entry-level talent pipeline.

Reach out to MAXX Potential to inquire about their Businesses Solutions today.

OUR THOUGHTS

Why the Push for More Tech Skills in Schools Might Be Misguided

New Job Seekers are Rated at 55.8% Readiness

READ MORE

The Passionate Programmer: Unveiling Tech Side Projects that Inspire

Hack-a-Thon Projects Shared by Apprentices

READ MORE

Is Your Workforce Ready for Generative AI Adversaries?

Defending Against the Deep

READ MORE