How Today’s Computer Science Trends Affect the Workforce of Tomorrow

The computer science industry evolves quickly, and employers who keep up on the emerging trends may find they have increased success in recruiting and retaining top talent. 

Instructors at coding bootcamp providers like Devmountain and Hackbright Academy, both part of Strayer University, work with the computer science professionals of tomorrow each day. Scott Sutherland, an instructor at Devmountain, and Ray Traina, an instructor at Hackbright Academy, recently shared the shifts they’re seeing in the computer science field. 

What recent trends in recruitment or retention are you seeing in the computer science industry? 

Traina: I’ve been seeing an explosion of interest in machine learning (ML) and artificial intelligence (AI) that has shifted how people are planning for their roles as software engineers to adapt, how companies are reshaping their workforce, and how recruiting processes are changing to meet the needs of the business.

Sutherland: Lately, I have been seeing many more AI-specific roles. But I don't think that a lot of companies have found exactly how to implement AI in a standard way into their job postings. The emphasis is on finding people who constantly learn new things versus requiring specific AI experience.

How have advancements in artificial intelligence and machine learning impacted hiring requirements within tech roles?

Traina: Companies seeking experts in this field are looking for five-plus years of ML and AI experience, but these are still emerging technologies. Certainly, ML has been with us for a while, but seeking experts in any newly adopted technology can limit the pool of possible candidates. This hurts both job seekers — who are not likely to submit an application if they don’t meet the requirements — and companies seeking such experts, since those in the market might not mesh well with their teams or missions.

Even for companies not seeking ML experts, if they’re integrating natural language processing or resume prescanning tools into their recruiting processes, they may not realize they are screening out highly qualified candidates who may not be formatting their resumes to be readable by the software. I believe this is a temporary situation that can be tempered by job seekers adapting their strategies to personalize resumes and cover letters based on the role to which they’re applying. Companies can widen their requirements to include the skills they’re currently missing from candidates.

How can employers support continuous learning and professional development in the computer science field?

Traina: Generally, it’s far harder to find new people to join your team than to upskill and hire from within. It has already become very difficult for companies to find the right specialists to join their teams, which has caused many hiring managers to seek short-term contractors to fill those gaps. 

Alternatively, if companies gave the opportunity to their existing workforce to upskill and change roles within their organization, they could have much higher retention rates and employee satisfaction, which could ultimately normalize the job market further. In the past, tech companies have chosen to hire externally instead of training and retraining their employees to adapt to changing tides. We ought to take cues from the Retail and Food sectors who focus on creating the workforce they need at the moment rather than spending more resources on hiring.

Employees and employers alike benefit from investments into personal knowledge growth, which is why I am an advocate for creating continuous learning and peer-learning opportunities within companies.

How could a bootcamp allow adult learners to build skills or transition industries?

Sutherland: Bootcamps are excellent for adults who are transitioning careers. It’s a relatively short amount of time to build a new skill to get into a new industry. I've seen a lot of adults who have been working for a while come to a bootcamp and find this new passion and drive. It’s like going back to school, but now you're an adult, so you have more maturity and appreciate the opportunity more. Being able to focus on learning is really freeing. A bootcamp can awaken a new spark and passion for learning in employees. The learner is also gaining practical skills and certification in a short amount of time.

Traina: Realistically, we all grow and change throughout our careers and our lives. Our wants and needs change; our situations and environments spark an interest that turns into a flame. Bootcamps can give adult learners the ability to find a new path and change the trajectory of their lives on a timeline that makes sense for them. 

There is flexibility and a rapid influx of information inherent to bootcamps — two things that I feel are severely lacking in the world of traditional secondary education. I attended Hackbright as a student back in 2016 and can attest that it changed my life for the better. I was able to build up real-world skills and prepare for interviews in a supportive environment that challenged me and allowed me to transition into roles as a software engineer. Years later, I am honored to have returned as an instructor to guide those like me, who are on their own learning journeys and career transitions.

How would you advise a hiring manager who wants to hire great employees with potential to grow?

Sutherland: Find people who are always excited to tell you about something that they found. The best developers are proactive. If you find someone who is always building new projects, and always has found a new technology that they think is cool, these are the characteristics of someone who is going to be keeping up with the constantly changing nature of the field. They're going to find the most efficient tools for the job and keep you on the cutting edge.

How do employers encourage employees to proactively build industry-relevant skills?

Sutherland: As a developer, I want to work somewhere that values my ability to figure things out. A company could build a basic reward system or host a simple competition. For example, the first person who can learn how to build this app over the next couple of weeks earns a monetary reward. The right kind of person is going to be interested in that. They're going to find that fun and engaging. From there, it's likely they'll discover a passion for that type of thing. The computer science space rewards people who want to go out and learn.

Next steps for employers

With Devmountain and Hackbright offering bootcamp opportunities for employees with a hunger to grow their careers, employers can offer these programs as benefits to their teams – a true win-win. Partnering with Workforce Edge is one way to make that leap possible.

To explore learning options in computer science for your team, contact a Workforce Edge specialist today