Bill Pappas, Executive Vice President and Head of Global Technology and Operations, MetLife.
Amid a competitive job market, entering the science, technology, engineering and mathematics (STEM) workforce can seem a bit daunting and overwhelming. This is especially pertinent against the backdrop of a declining interest in tech careers in this most recent round of college graduates. However, there are several strategies that can help pipeline STEM students into their early careers in a way that helps future-proof the next generation of STEM standouts. This starts with education.
Here are some ways tech leaders can better understand the present curriculum that’s shaping future talent while also cultivating an innovative environment of learning for early career entrants.
Cultivate relationships with universities.
To identify present challenges and opportunities in higher education STEM curriculum, it’s important to meet universities where they are and formalize discussions around this topic. This allows leaders to develop early career programs in partnership with universities that are preparing the next generation of STEM leaders.
For leaders looking to cultivate relationships with colleges and universities, start local. It’s not just about appearances at career fairs—it’s about starting a two-way dialogue with STEM educators to better understand each other’s needs and capabilities. By implementing this as part of a broader innovation strategy, tech leaders can create a new pipeline of tech talent before they enter the applicant pool.
Balance hard and soft skill development.
Ensuring that early career training programs balance the development of both hard and soft skills should be a key priority for leaders. Attributes have become just as important as hard skills. Qualities like knowing how to take initiative, the ability to build networks, adaptability, resilience and anti-fragility are critical traits for continued success.
Findings from a MetLife survey commissioned by Atomik Research support this. The skills critical for success in today’s tech workforce include critical thinking and problem-solving (43%), flexibility and time efficiency (41%), artificial intelligence (29%), and Internet of Things (IoT) skills. Fieldwork for the survey of 804 IT decision-makers throughout the United States took place between March 12 and March 18, 2024.
These qualities aren’t always easily taught, and a lot of them are developed through real-world job experiences. For current students looking to refine and grow their soft skills outside of the classroom, it may be worthwhile to consider extracurricular programs or internships. Some colleges even partner with local companies to provide these types of opportunities to students. These are but a few examples of avenues that students can take to flex this soft skill muscle.
Offer and participate in rewarding programs to activate early talent.
It’s critical that leaders cultivate a continuous environment of learning and understand that education does not end with a degree. To do so, it’s imperative to offer engaging and rewarding programs that entice and activate early talent as well as the full pipeline of employees. For tech leaders specifically, this means providing opportunities for employees to showcase their talents, learn new skills and experiment with innovative solutions. At MetLife, we host an annual Global Hackathon that saw more than 2,700 employees competing around the world in 2023. Opportunities like this help create unique, tech-forward solutions that drive business initiatives and increase efficiency.
Partnerships play a critical role in this as well. Not only do they help advance tech talent and workforce development initiatives, but they also help position the tech industry for the future. Our partnership with NC TECH to establish the Center for Technology Workforce Innovation, for example, highlights the importance of developing current and future employees as it provides resources, collaboration and thought leadership to North Carolina’s technology sector.
It’s also important for tech leaders to become involved in mentoring diverse talent. A great example is NC TECH’s partnership with Lean In to develop Lean In Circles, a forum where women in tech can come together in small groups across all levels for mentorship, networking and leadership building. Tech leaders should look to have a presence in programs like these to ensure they create a welcoming and inclusive environment where all talent feels supported and empowered in driving innovation.
Conclusion
The bottom line is that in today’s job market, it’s more important than ever that business and tech leaders help to nurture the next pipeline of innovative talent by meeting them where they’re at—before they transition from student to applicant and then employee.
On the flip side, STEM students and educators should also pay mind to the expectations IT leaders have of early-career entrants. Soft skills, in particular, should not be overlooked. By working in conjunction with students and educators, tech leaders can help to future-proof the next generation of STEM standouts.
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