Schneider Electric, a Fortune Global 500 company that specializes in digital automation and energy management, has the same challenges other enterprises face today — namely, finding new IT talent or reskilling employees to build talent pools from within. The company recruits new IT talent from multiple backgrounds, and not specifically computer science graduates. Across the tech industry, more companies are dropping college degree requirements in favor of talent with soft skills, such as the ability to learn, lead, and work as part of a team. One way Schneider Electric is addressing its staffing challenges is through its AI-based Open Talent Market , which identifies current employees as ideal fits for opportunities other than their current role. The program includes training, part-time and full-time positions, and mentorships. [ Keep up on the latest thought leadership, insights, how-to, and analysis on IT through Computerworld’s newsletters . ] Another method of filling IT gaps is upskilling workers and programs such as Edison, an internal initiative to recognize in-house talent and increase expertise and leadership skills. The program currently has nearly 1,500 Edison employee "experts" and is expected to grow. Schneider Electric CIO Bobby Cain In November, Bobby Cain took over as Schneider […]
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