If you do not have a college degree, you are not alone. There are no working age adults in the United States.
You may find that the chances of developing a well-paid business with benefits and growth potential at Fortune 500 are slim.
But your chances may be better than you think, thanks to a network of management learning programs that lead to this Jobs In top companies including large technology companies such as Google, Amazon e Sales force. These programs result in job training, benefits, training and access to employee and alumni networks.
In the last five years, employers have tried to solve two things. One is the long-awaited shortage of skilled workers — especially in technology. The other is to actively address formal imbalances and unfounded biases in your hiring and promotion practices.
They have realized that in order to be competitive, they need to expand their search for more competent candidates because there is now greater recognition that no race, race, gender, zip code or degree has a monopoly on talent.
“We are a talent-based company. This is our sole asset. So we have widened the gap,” said Pallavi Verma, senior managing director of Accenture Consulting, which created its first training program in Chicago in 2016 and brought in 1,200 trainers from 35 cities.[O programa] Our talent is part of the strategy. “
Ear Up is an organization that offers free college loans and free professional training in 29 US locations. Moreover, like many non-profit organizations and community colleges across the country, it has partnered with employers such as Accenture to find highly skilled trainees.
Ear Up specifically provides technical and business skills training to prepare potential candidates for a corporate job before nominating an employer.
The main purpose of the committee is to help close the gap of opportunity, especially for minority candidates.
“The requirement for a four-year college degree excludes 70% of black Americans and 80% of Latinos,” Morris Applewhite said.
A few years ago, Sans Rhodes, now 30, found his way to the Accenture after graduating from one of the Ear Up Free programs. After working as an apprentice at Accenture, he was hired as a full-time junior researcher. Since then, he has been promoted twice, and now he works as a senior cloud computing analyst.
“It was a life-changing experience,” Rodness said. Big Blue is moving more towards talent-based hiring;
IBM was one of the first technology companies to develop a vocational training program that began in 2017. By the end of this year, it will have trained more than 1,000 coaches and hired most of them, Kelly Jordan said. Performance from IBM.
The company reports that their average trainee salary is 50% higher than the average local income that the person works for. Also, once someone is hired, they usually see a pay rise from there.
“Up to 20% of IBM positions no longer require a four-year college degree,” Jordan said. But of course, applicants must have a bachelor’s degree or higher to climb the rankings of many large companies.
Coaches can also find support in this regard. At IBM, for example, its internships may earn some Apprentice College credits.
At Bank of America, job applicants without a college degree are considered for entry-level and sometimes higher-level positions through an internal program called Pathways, which provides job and coach-related training, salaries and benefits, including education and repayment to college.
To date, the company employs 10,000 people from low- and middle-income communities through this program and plans to employ another 10,000 by 2025.
There is reason to believe that internships are available and that more emphasis is placed on skills than on diplomas in employment. Together with Aon, Accenture has developed a guide for other employers to use as a guide to developing their own vocational training programs.
Meanwhile, there is more interest in closing the gaps between opportunities and wealth. Late last year, a coalition of CEOs formed a non-profit organization called Onden, which aims to employ, promote and advance 1 million blacks without a four-year degree in “family-supporting jobs” over the next decade.
Further non-infrastructural employers, trainees and mentors with high-potential trained applicants can now work with a company such as Multivers to help develop and manage training programs for them.
The UK-based company was founded in 2016 and began operations in the United States this year. Since its inception, it has provided verification, training, coaching, networking and placement to more than 300 employers and 5,000 trainees.
The agency said more than half of the participants in the event were black people, half women and one-third from low-resource communities. Most trainees who complete the program have at least two years with the employer.
So far, Multiverses has gained 12 customers in the United States, including Google, Verizon and Glass Pass. But that number could double by the end of this year, said Sophie Rudak, vice president and general manager of its North American operations. “We see an increase in demand.”
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