The tech sector is booming, yet businesses are struggling to find the tech talent they need. As demand for skilled professionals rises, the talent pipeline isn’t keeping pace, leaving critical gaps in software engineering, data science, and cybersecurity.
A recent report by mthree, Diversity in Tech, found that 90% of businesses face challenges in recruiting entry-level tech talent, with 61% identifying a significant shortage of essential technical skills. But are we looking in the right places for talent?
Rethinking who belongs in tech
For years, employers have prioritised candidates with STEM degrees, assuming they’re best suited for technical roles. But this approach overlooks a huge pool of potential talent. Many people choose their degree paths early in life, often before they fully understand their career options.
Research suggests that fewer than half of graduates end up working in fields directly related to their studies, meaning their potential to contribute in other areas is being overlooked.
This narrow focus on STEM backgrounds limits the talent pool and reinforces barriers to entry for those from non-traditional or underrepresented backgrounds. If businesses want to close the skills gap, they need to rethink what makes a great tech candidate.
The power of transferable skills
Tech isn’t just about coding. Problem-solving, critical thinking, communication, and adaptability are all crucial skills in this industry—skills that can be developed through a wide range of academic disciplines. History graduates, for example, excel at research and analysis, while philosophy majors are trained in logic and structured thinking. With the right training, these skills can translate seamlessly into technical roles.
Employers who broaden their recruitment strategies to consider aptitude and potential rather than just academic background will open the door to untapped talent. Providing on-the-job training and mentorship can bridge the technical skills gap while harnessing diverse perspectives that drive innovation.
Case Studies: Success beyond STEM
Several major tech companies have already begun embracing candidates from non-STEM backgrounds. For example, Google’s apprenticeship programmes provide career changers with the opportunity to develop technical skills without needing a traditional computer science degree.
Similarly, some leading financial services firms have successfully transitioned humanities graduates into cybersecurity roles by focusing on logical reasoning and investigative thinking rather than prior technical experience.
These examples highlight that technical ability can be taught, but innate skills such as problem-solving, collaboration, and curiosity are harder to instill. By recognising and developing these abilities in non-traditional candidates, businesses can build stronger, more well-rounded teams.
Why inclusive hiring matters
The industry has made progress in improving diversity, but challenges remain. MThree’s diversity survey found that gender diversity challenges in tech hiring have decreased from 40% to 26%, ethnic diversity issues dropped from 41% to 24%, and socio-economic diversity challenges reduced from 34% to 26%.
These improvements reflect the growing efforts of employers to implement more inclusive recruitment strategies, mentorship initiatives, and hybrid working options. However, there’s still work to do.
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An inclusive hiring approach doesn’t just fill skills gaps—it enriches workplaces with fresh ideas, fosters innovation, and ultimately builds stronger, more adaptable teams. The reality is that higher education equips graduates with valuable professional skills, but it’s employer training and support that prepare them for the specific demands of the tech sector.
Expanding the pipeline
A growing number of alternative pathways into tech are emerging, making it easier for people from diverse academic and professional backgrounds to transition into the industry.
Coding bootcamps, online courses, and employer-sponsored apprenticeships offer intensive, skills-based training that bypasses the traditional university route.
Government and industry collaborations have also played a role in expanding access to tech careers. Initiatives like the UK’s Skills Bootcamps and the US’s Registered Apprenticeship Program aim to equip workers with in-demand digital skills while helping businesses fill vacancies more effectively.
For employers, embracing these alternative routes means recognising that talent can come from anywhere. The most forward-thinking companies are those that invest in training and development, rather than expecting candidates to arrive fully formed with every skill they need.
Looking beyond the resume
Instead of focusing solely on degree credentials, businesses should consider candidates’ enthusiasm for technology and their willingness to learn. Non-STEM graduates who take the initiative to gain technical skills—whether through online courses, bootcamps, or personal projects—demonstrate the drive and curiosity that are key to success in tech roles.
Companies can also adjust their hiring practices to accommodate a wider range of candidates. Blind recruitment, skill-based assessments, and internship programs for non-traditional applicants can help level the playing field and identify high-potential individuals who might otherwise be overlooked.
The future of tech hiring?
As automation and artificial intelligence reshape the job market, adaptability and lifelong learning will become even more critical. The skills required for today’s tech jobs may not be the same as those needed five years from now. Businesses that build their hiring strategies around agility and potential, rather than rigid academic criteria, will be better positioned for long-term success.
The tech talent shortage isn’t going away overnight, but by widening the lens on recruitment, companies can discover capable, motivated individuals who might otherwise be overlooked. Investing in tailored training programs and providing ongoing support will not only bridge the skills gap but also create a more diverse and future-ready workforce.
The future of tech isn’t just about hiring more engineers—it’s about recognising the value of diverse experiences and perspectives. The question is: are businesses ready to rethink how they find and develop talent?
