General Assembly, Author at General Assembly Blog

Giving Tuesday: FREE On Demand Content for Laid-off Workers

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If 2020 taught us anything, it’s that the world changes— fast. Back then, we faced a global pandemic with no real sense of when things would get back to “normal”. Workers and employers brought new meaning to the word resiliency. Fast forward to today and we’re in the midst of a once-in-a-generation economic downturn that’s hard to ignore. 

If you’ve logged in to LinkedIn lately, you’ve probably noticed post after post from friends, family, and strangers announcing that they too have been impacted by a downsizing.  In the US alone more than 73,000 workers have been let go in mass job cuts so far in 2022, according to Crunchbase, with more predicted. While recent layoffs have happened en masse, one thing remains true— there is still a shortage of technical workers and skills. A recent Korn Ferry study found that by 2030, more than 85 million jobs could go unfilled because there aren’t enough skilled people to take them.

Starting today, Giving Tuesday, we want to help by offering our On Demand content for free to those who have been impacted by a recent layoff. Our hope is that this will give laid-off workers the opportunity to learn a digital skill or test a new career path and get a leg-up in their job hunt.

So, if your job has recently been lost, keep reading to learn how you can access our On Demand content—at no cost to you.

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We Think There’s Been a Glitch: Cyber Week Discount Activated…

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Waiting for a sign to get started on your career change? You’re in luck because this is it. If you caught our social media presence on Black Friday, you may have noticed a glitch. Thanks to that glitch, we’re excited to offer $1,000 off an immersive program* for residents in the United States and Canada. 

It can be tempting to wait until the new year to start thinking about actioning on a career change, but there’s no time like the present to get started on the next chapter of your career.

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Bridging Tech Talent Shortages: How Upskilling and Reskilling Can Help

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When it comes to tech talent, we’re facing a supply and demand problem of unprecedented proportions. In the U.S. there are five jobs for every one software developer. In 2020, 4% of emerging technologies could not be implemented due to a tech executive shortage; today, that percentage has increased to 64%, according to Gartner—highlighting the impasse global enterprises face when it comes to accelerating innovation. The trend is set to continue—one report indicates 85 million tech jobs may go unfulfilled by 2030 due to lack of skilled talent. 

As a result, HR and technology leaders are increasingly searching for new ways to fill their open technology roles. Depending on organizational goals, businesses have started to leverage reskilling and upskilling to ramp up the tech skills they need. 

These strategies have not only proven effective, but they’re also helped increase employee retention and loyalty. Today’s top talent wants to work for businesses that invest in them. In fact, 74% of employees say they’re eager to learn new skills outside of work hours to improve their job performance.  

Upskilling and reskilling are often lumped together, but the two terms have very different meanings and different business use cases. Let’s take a look at what distinguishes the two—and how each applies to your organization.

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Secrets to Climbing up the Tech Startup Ladder with Zero Tech Experience

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Since the digital boom, we’ve seen tech startups taking over the world of work. However, unlike big corporations, the Great Resignation has been a one-in-a-century opportunity for startups to snatch up great tech talent worldwide. 

Economic downturns are also times when entrepreneurs look for innovative ways to solve new problems, leading to the creation of new tech-savvy companies. According to ExplodingTopics, there are over 1.1 billion-dollar startups worldwide today. That’s a lot of skill gaps that need to be filled. 

Each year the number of tech startups continues to rise. Since 2020 the number has almost doubled. Startups continue to be one of the most popular companies to break into tech and build up invaluable work experience. Oftentimes, during the beginning stages of operations, company leaders will be heavily investing in the talent (people) who will continue to build, ideate, and refine the business model over time. 

So the demand for tech startup talent is out there, but how do you get into a startup with zero tech experience, and what are the benefits of working at a tech startup? Keep reading to understand the risk versus the reward. 

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From Hospitality to Working in tech: The ultimate guide for a career transition

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COVID-19 had a huge impact on the hospitality industry that’s still felt today.

With a 2-year halt on travel plans, 62 million hospitality jobs worldwide were lost in 2020, and 44 million in 2021. While it seems that travel has returned to normal, in reality, the entire industry’s seen a paradigm shift. There are labour shortages, decreased business travel, and a stronger reliance on technology.

The instability of the industry over the last couple of years paired with the current state of the industry has caused many people working in hotels, restaurants, and other hospitality jobs, to reconsider their careers.

If you’re in this position and feeling like it’s time to take action, you’ve come to the right place. This article walks through why people are leaving the industry, jobs to consider and how to make a career switch from hospitality worker to working in tech.

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Changing Careers in Your 40s? Reintroduce Yourself With New Digital Skills of The Future

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As an adult, your 40s are a defining period in your life. Unfortunately, many professionals at this age feel stagnant in their careers, some feeling like it might be too late to make a change. We’re here to debunk that myth because it’s never too late to try something new.

On average, career changers transition at the age of 39. According to experts, the significant reasons middle-aged professionals succeed in job transitions compared to GenZ is because of lower financial risks and personal stresses.

Although changing careers in your 40s may still be scary, it’s also very rewarding, and the pros outweigh the cons. Switching careers in your 40s is like taking a calculated risk for a more rewarding lifestyle and a job that will bring you more happiness and satisfaction.

Digital transformation is here to stay. The pandemic has hugely accelerated this trend, and most companies are now looking for tech-savvy talent to lead their digital efforts. In addition, gaining new tech skills and upskilling means you are understanding and relating to new generations, increasing the growth of future connections and professional opportunities.

Ultimately, it’s mindset over age, and we’ve got you covered. So keep reading to discover how easy it is to transition to tech in your 40s.

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From Police Officer to Working in Tech: The Ultimate Guide to Making a Career Transformation from Law Enforcement

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Although law enforcement is a well-paying job with a good pension, many police officers leave the profession in search of a more secure and balanced life. But, according to CNN, COVID-19, the great resignation, burnout, and a dramatic increase in crime rates across American cities make recruitment and retention difficult.

According to the police executive forum, which surveyed 200 police departments, there has been a 44% increase in police retirements and an 18% increase in cops quitting their jobs.Additionally, in a recent New York Post study, over 2,465 police officers have filed to leave the department this year (42% more than last year). Police officers who have had enough are starting to search for private-sector job opportunities.

Are you currently working in law enforcement, but ready to make a change? Keep reading for key insights on making the switch.

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From Working in a Restaurant To Working in Tech: How To Make a Career Transition from Food Service

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Most people have worked in a restaurant at some point in their careers—food service dominates popular first jobs like dishwasher, waitress, host, barista, and pizza delivery. Some stay longer to make culinary careers as chefs or managers.

Working in food service can be rewarding but also grueling, as seen in shows like FX’s ‘The Bear’. Whether you’ve just stopped over in food service or have been there a long time, you might be ready for a change. Rude customers, long hours, and high pressure leave many feeling depleted and wondering how to get out of the restaurant industry.

More than 6% of restaurant and hospitality workers quit each month in 2022—that’s the highest departure rate of any industry according to the Bureau of Labor Statistics.  While low wages and tips are the biggest reason workers cite in leaving, more than half also say that no amount of money would entice them back. Let’s take a look at one cook’s story, why departure rates are so high, and where workers are going instead.

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From teacher to Analyst at Apple Inc.

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This lecturer decided to take a leap of faith and go from being a teacher to a student. Ahmad joined General Assembly’s Data Science Immersive in 2021 with the goal of learning how to utilise data to drive insights. His hardwork and dedication paid off earlier this year, when he scored a role at Apple Singapore as a Market Insights Analyst. Keep reading to find out how Ahmad overcame some initial challenges to secure a spot in the world’s largest tech company of the year.

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Cruise Past the Competition: 4 Steps to Attract & Retain Non-Traditional Talent

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Recruiters around the world are facing a labor shortage unlike anything they’ve experienced in the last decade. 63% of recruiters say talent shortage is their number one problem. The good news? There’s a solution that not only benefits businesses but society. By tapping into the wide non-traditional talent pool–from veterans and military spouses, to caregivers and people in their 60s and older, to those with disabilities or who were formerly incarcerated–organizations can bridge the labor shortage gap and build a robust pipeline of talent.

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