Find the Salesforce Talent of the Future

The ways we work have radically changed. But the ways we build our workforces have not undergone the same shifts.

How do we hire, support, and prepare a tech workforce for jobs that don’t exist yet? How do we ensure that the workforce we build is more inclusive, diverse, and skilled than ever?  

The Pathfinder program, is a workforce development initiative designed to train people with the technical and business skills they need to pursue a career in the Salesforce ecosystem. Salesforce and its partners will create 9.3 million new jobs and $1.6 trillion in revenues in the worldwide economy between 2021 and 2026, according to new research from IDC.

In the three years since the Pathfinder program was founded in collaboration with Deloitte, the program has grown to serve more than 700 future Trailblazers – Salesforce’s community of innovators – across the U.S. and U.K. 

Here’s what we’ve learned about finding the workforce of the future.

1. Recognize that Trailblazers are everywhere

Our work-from-anywhere world isn’t going anywhere. The tech workforce we build must reconcile that talented people live in both the usual tech hotspots and in places we do not traditionally expect.

For example, the 200 Pathfinders in the program this year come from communities across the U.S. and U.K., reflecting a rich fabric of people, places, and experiences. This year, 85% of Pathfinders come from groups who have been historically and systemically excluded from the tech workforce — people of colour, women, veterans, and military spouses.

“There’s this simple concept that talent exists in many forms,” said Sal Carrera, a Pathfinder alumnus who is now a senior Salesforce engineer at The Goal, a technology-based consulting firm. “We call it a skills gap … but it’s less of a skills gap and more of a reluctance to put faith into people. I think that we need to nurture this mindset that the world is changing and we need to start investing in people and how we think about the workforce.”

We have to think beyond the places and personal biases we’ve long held onto. Talent (and work) is everywhere, but opportunity is not.

2. Rethink resume requirements

Trailblazers look for roles with all of the traits they need to be successful, thanks to their life and work experiences. But in some cases, their resumes may not reflect that. We’ve got to stop focusing on specific experiences on resumes and start focusing on transferable skills.

You should trust a bartender to build relationships with customers. You should trust a veteran to manage critical operations. You should trust a stay-at-home mom to project-manage anything.

By making this commitment together, we are ripping up the script on traditional ways of finding and hiring talent. We’re on a shared mission to skill up and empower new and diverse pipelines of talent to create a more equal and equitable workforce.

3. Communication is Key

In order to ensure that the Salesforce talent of the future are learning and expanding on their skillset within areas that will enhance both their career and the company, it’s essential that you communicate with the community.

Let people know which skills you are looking for. The power of the community is unparalleled. Have you heard of the IdeaExchange? It’s the platform that enables Salesforce users to vote on the features they want to see implemented.

Why not go one step further and offer the opportunity of future training and development to the Salesforce trailblazers that you hire? With the ever-evolving nature of the ecosystem this is a great way to ensure that you as a company, have your finger on the pulse. Providing the opportunity of professional development will also help to retain the talent you hire.

source: https://www.salesforce.com/blog/tech-workforce/

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