good morning good afternoon thank you for joining us today this is the live on now live on servicenow webinar titled next gen learn house servicenow is making the world work better for everyone quickly um I would like to mention um our Safe Harbor notice that we have here that this presentation may contain some forward-looking statements and these statements are based on our beliefs and assumptions on information currently available to us as of the date of this presentation um this deck this recording will be saved and dropped into the community site and posted and please feel free to revisit that at your leisure so that you can read this statement in full join us for future webinars and meetups all right so this Lounge live on servicenow series um it occurs regularly it's an interactive event series and so there are a number of different topics um they may cover speed deployment adoption how you achieve value faster and so you can go online and find a full listing calendar of those events you can see that schedule by scanning this QR code and in addition a link was just shared in the chat for you to access the schedule for the events brief housekeeping rules for our time together today please stay on mute there's going to be time for Q a after the presentation please feel free to use that q a feature at the end of the presentation or throughout the session whichever you prefer if you drop questions in the Q a or in the chat we do have a designated individual my colleague will be addressing those questions as they arise as he can if there's something that's good for the greater order we will cover those questions at the end of the presentation during our q a session also as I mentioned before this session will be reported and it's going to be shared on the servicenow community Forum after this session lastly after this session ends you're going to be prompted to fill out a survey thank you in advance for completing the survey as we all know surveys are important they give us very good worthwhile data so we know that how we can continuously improve the work that we do and that we can continue to meet all of your needs so please please please complete that survey thanks again for joining us I want to take a second to introduce myself my name is Jessica pincham King and I am the senior manager of racial equity for the next gen professionals program my colleague Juan Castillo is here with me today and he's the program manager for our AMS programs at the next gen professionals program Juan's going to assist me with this presentation and he'll be engaging and answering those questions in the chat so please feel free to address so we have a quick Poll for you all okay we have a poll that you we want you all to fill out how often have you experienced challenges in finding servicenow talent in the last 12 months right so think about the last 12 months your pursued uh Talent how often have you experienced challenges take a little bit more time we have about 15 guests here we only have nine people that have responded so I'll wait a couple more seconds um for the rest of us to respond to that chat about having to participated okay so I'm going to in the poll thank you so we have um the majority of you have experienced some challenges right um four percent say all the way 40 excuse me four of you say always five of you say sometimes and one person says never okay let me go ahead and X out of that so here's some common challenges that we've identified in next gen that we see our customers and partners experiencing in terms of recruiting talent and getting highly qualified trained Talent challenge number one and this is in no specific order of importance or level of challenge to be specific these are just challenges in general and the numbers are arbitrary so what the first challenge that we've identified is that the open roles there are a limited pool of candidates right that that can seal those roles that's one challenge that we hear quite often from our customers and partners another challenge that many of you may have experienced is having those open roles and also fulfilling your diversity Equity inclusion and belonging goals we know that every company does have some Dei goals and you're very adamant and intentional about accomplishing those goals and incorporating them but it's a challenge with fulfilling them another challenge that we've identified is your ramp up costs right that talent to time value for the early in career um employees so in terms of the challenges you face with hiring right and the next gen program here are just a few benefits of hiring from us the next gen we've had a thousand people graduate we will have by the end of this year 2022 we would have a thousand people graduate from our next gen program right so that means that's a thousand candidates available for these open roles that you have right some of the benefits are high in front of us are that you'll be able to have a diverse team and we know that diverse teams spark creativity right you can attract new customers and you can broaden some of your sales demographics as well because you have this newly sparked diversity with that hiring from us can contribute to your Dei goals and solve some of the growth challenges that come with head count while also reducing those costs and your ramp up times right what's important to know like this is free right free learning for our participants and it's low to no cost in terms of hiring fees for your companies there are a number of ways to get involved and get engaged with next-gen for our customers and partners you can be a guest speaker you can deliver a professional development session for our participants review some of our end of program presentations we have a final project that really encompasses all of what our participants have learned throughout their time with us and we invite outside individuals external to service now and within servicenow also to attend our presentations and our final project showcase you can also participate in employer days and our hiring events and the job fairs that we host and most importantly what I really want to drive home you can interview our candidates and also you can hire them right and they can feed all of your goals and reduce and mitigate those challenges that I identified previously I think another element that you would love to hear is that again it's zero dollars no low to no cost in terms of hiring on your part at this time so you heard all those benefits and you're like oh this sounds good but something may be thinking so what in the world is the next-gen professionals program right so at nextogen we make the world work and work better by providing opportunities for all we break down traditional barriers that come with entering into a technical career within the servicenow ecosystem by doing that we Empower people with skills pertinent skills for tomorrow to change their lives and to build a brighter future by really getting them started and sparking their Newfound career trajectory within Tech we present this program regardless of whether an individual has technical previous technical experience or not so we're a bridge right that we help to create people's future careers regardless of their prior exposure or experience with tech the overall purpose of our program is to close that technical skills Gap in the servicenow ecosystem and we do that by providing training certification and mentoring to accelerate the learning process for our participants and then expose them to employers and career professional development in order to get them employed and to fill in the gaps that we're seeing in the ecosystem between open roles and the individuals highly qualified to then engage in those roles in terms of our curriculum and what we provide we are a virtual 12-week curriculum and we provide the following courses to our participants our participants receive servicenow fundamentals scripting and servicenow service portal fundamentals as well as itsm fundamentals and itsm implementation they also get some on-demand content all of those courses those five courses that I just walk through are instructor-led courses virtual land instructor courses so they are literally sitting at their computer engaging in a course they have ebooks and text to excuse me textbooks they really dive into the curriculum and they have opportunities to have Hands-On learning exercises to really drive home the content that they're learning in those classes in addition to the virtual instructor-led classes they also have some on-demand content that they engage in and this is occurring through now learning on demand and we also employ code academy at the end of participating in our programs our participants received some exam vouchers for certification they get their certified system Administrations system administrator voucher that coffee is starting to kick in now so now I'm gone they get the voucher to take that exam they also get the certified implementation specialist exam voucher and we have those vouchers they're free of charge to our participants and we allow themselves time to study and when they feel is ready they take that exam and they become certified professionals a unique component for our program that sets us apart from many other programs is one our employment metrics and two our ability to incorporate mentorship and this is a very key piece of our program our participants receive mentors from within service now to support and guide their learning along the way and so these mentors provide them Insight on building their resumes and Linkedin profiles also interviewing skills and what I really enjoy is that our mentors leverage their own personal and professional networks on behalf of our participants to help really get them going and ramped up for their professional careers in Tech foreign the first challenge you sees me that we discussed previously is open roles right and not having qualified candidates to fill those open roles the roles that we train for in next gen are the associate system administrator the associate developer and the junior I.T consultant our participants are equipped with the proper technical skill sets right I mentioned previously that they go through a number of hours of the technical skills training right they also receive professional workplace readiness and well as experience driven program components so the workplace Readiness components have to relate to how they professionally present themselves their presentation skills their ability to collaborate and they work on group projects in addition they present in a technical and non-technical manner right to demonstrate their learning another interesting piece of our program is that our participants are able to have the unique connections with customers and partners while they're matriculating in the program over the 12 weeks we have individuals that come in and give presentations on a day in the life of X role we also have individuals that talk about their companies right that also spend time with our participants to prepare them for a technical interview and guide them about what to consider for roles if you're with the customer versus what a role looks like with you if you're with a partner and so participants really have the opportunity to take stock of what their overall goals and interests are and align that with their further career Pursuits 95 of our graduates do enter into the servicenow ecosystem foreign Dei goals the next-gen professionals program is very intentional on focusing on racial Equity gender equity and the relief of poverty now we train anyone we are not exclusive and we do not prohibit individuals of various identities from engaging in our programs we really mean it when we say we want the world of work to work better for everyone and with that we're very cognizant of how some individuals and some demographic groups have been presented for opportunities to enter into Tech careers and so we have an added layer of our mission to really hone in and focus on Equity as it relates to racial Equity gender equity and then also ending generational poverty by relieving people and having them a channel for Meaningful employment with that we focus on some underserved populations which include but are not limited to Veterans people of color focusing on Black America also focusing on the re-skilling population we have individuals that come to our program who have a diverse kind of experience of their skill sets we've had individuals who may have been a hair stylist a truck driver who may have been a front line service worker at McDonald's or maybe they were a teacher we know that there has been a crisis in the past three years in terms of educational professionals experiences and they're choosing to transition out of education and some of them reskill through our program and we've also had stay-at-home parents who are choosing to re-enter the workforce or who are ready to re-enter the workforce and they're part of our reskilling population as well so we really are diverse in terms of the individuals that we serve and train we also have diverse educational backgrounds we have individuals who may only have a high school diploma as their highest level of Education we've had some who have a GED a general equivalent diploma they may have not finished high school but went back and received their GED which I must say is no easy feat or No Easy Task we also have individuals who have had who have bachelor's degrees and we have some who have had a master's degree right Master's education and a master's degree and so it really runs the gamut and what I find enlightening is that even with all the diverse experiences and backgrounds and the diverse educational levels and attainment our participants they still collaborate and work well together we're very intentional in creating an environment of community of support and of Rapport and collaboration because we know that if we do that it creates an environment of intentionality whenever our individual have to engage with the technical curriculum they have a greater likelihood of being successful in that curriculum which means that that has implications for how they are prepared with the technical knowledge and the career in professional development and the soft skills to successfully land that interview and successfully gain that job that you all are going to offer them having diverse individuals and fulfilling these Dei goals also prompts Innovation right because people come with diverse experiences and backgrounds right diverse understanding of problems and coming up with Creative Solutions for those problems subsequently individuals that graduate our program will be wonderful cultural ads to your company versus a cultural fit right because they do have the diverse skill sets the diverse orientations to the world and diverse experiences and they differ so greatly this brings Innovation and Enlightenment to the roles and to your company so that you don't continue to do the things the same way that you're used to right you have new insights new information and new approaches to the way in which you do your work but you also have that commonality of the technical skills training needed to successfully engage in your role that we provide through the coursework and the subsequent certifications that our students receive lastly the challenge related to ramp up costs it can take months for employers to get to billable hours we know that and part of that is the level of preparation and training that it takes when you have early in-career workers we minimize some of that ramp up time by making sure that individuals are prepared with the proper technical skill sets right itsm service portal fundamentals servicenow fundamentals right they get all of that information and they also have opportunities to continue to engage with content on now learning and we're very adamant and intentional with really pushing our participants to continue to upskill themselves even beyond the 12 weeks that they spend with us in our program in addition this ensures that their technical skills are demonstrated we require them to demonstrate the skills that they gain through a number of activities in our program and we assess them during the learning activities in addition to the micro certifications we have actual presentations teach backs that are required by our participants based on the content that they learned the particular week they have a guide or a teaching assistant who views these presentations they present them in learning pods amongst their other cohort members they provide feedback what worked well what didn't what are some future enhancements and we really prompt them to dive into and to work intentionally with the learning activities so that they can be better prepared and they can set themselves apart in that process of pursuing a job we also account for basic on-the-job scenarios right and also accounting for nuance with those scenarios right it's not just so straightforward as you go into the portal you click this you download these individuals you export this list you load it back up what happens when it's not working right what happens if someone gives you another task to work on and you get thrown off and you have to come up with an additional solution while also meeting the previous task right we try to account for some of those scenarios so that they can be better prepared and well equipped to be successful and again our participants many of them about 55 of our participants prior to completing the 12-week program they have their csas in hand which means that while they're taking the content they're studying and they are also taking their certification exams we also are very intentional with helping our participants understand that there is no rush that that is also to their added benefit to get some on-the-job training and skills prior to taking that exam but we also give them the autonomy to do what they think is best for them because some of our participants do have prior technical skill sets and prior technical experience and so it may work best for them foreign so for a brief overview looking at the next gen Talent pipeline we recruit individuals from diverse backgrounds some of them may be recent graduates some of them may be career Changers they may be restarting their career we also work with service members or veterans and underrepresented minority groups and we provide a cohort training model for our participants and that training Model includes the technical skill sets training that I discussed a lot as well as practical Hands-On learning experiences for them to really drive home that learning that Technical Training that they're receiving we also have a culminating Capstone project that happens at the end of their 12 weeks where they really have autonomy to take everything that they've learned apply it to a topic of their choice with their group members and put together a presentation that provides Creative Solutions to the topic and the issue that the topic has ident they've identified for that topic and they present it in a Capstone presentation showcase in addition we support upskilling and entry into EIC employment through employer engagement as I mentioned at the beginning of this talk we welcome guest speakers we welcome individuals to participate in our employer days such as our hiring events interview days we have interview days coming up on this Friday and we have a senior manager that's really doing her due diligence to coordinate efforts to ensure that our participants get interviews but beyond getting the interview we want you to hire them so they can land that job our participants are employed by Partners they're employed by customers and they're also employed internally into our company within servicenow brief overview they get the servicenow technical curriculum as well as on-demand content again that technical curriculum is servicenow fundamentals scripting service portal fundamentals itsm fundamentals and implementation for some programs we run programs globally as well as we have a couple of different focal areas in AMS and so we do have one program that receives the application development fundamentals that would be our veterans skill bridge program the transitioning military members as well as JavaScript and code academy the CSA voucher certified system administrator the cohort that gets app development they will get a cad voucher and then we also have the CIS implementation specialist itsn voucher for this exam in addition our on-demand content we do flow designer platform uh implementation performance and performance analytics and our professional development piece is something that we really um we really love and we really lean into it next gen because we provide Hands-On labs again that project and the presentation components and the teach teachbacks that we employ as well as we do a lot of work around soft skills such as presentation skills resume writing interview skills how you think of your personal brand as well as building out the LinkedIn profile what I neglected to mention previously that is very important for a number of the populations that we work with the demographics that we work with is that we do a lot of work around growth mindset because we want them to be prepared to engage in our 12-week program because it is very rigorous but then also be able to engage in their career whenever they do experience challenges so they can start to conceptualize how they will continue to have a growth mindset versus a fixed mindset and lastly we also offer that mentorship component that I mentioned previously so in regards to next steps if you're interested in hiring from our program which I really do hope that you are please reach out to our senior manager of employability Carol cordiero she's working very diligently globally to ensure that we partner with partners and customers so that we can make sure that we ramp up our employability piece we get our participants interviews but most of all we get them hired so please reach out to her if you would like to work on a partnership to hire for my program if you want to get involved right if you want to be a guest speaker with our program if you want to work with us on professional development professional professional preparation we welcome you to do that feel free to reach out to myself or my colleague Juan Castillo and we can coordinate that and or put you in touch with one of the other program managers so that you can work with their cohort specifically or if it's to brainstorm what that presentation or partnership or involvement would look like we're happy to take a moment or moments to do that with you as well if you happen to know Shameless plug if you happen to know someone who would benefit for our program or who would be interested in joining a next-gen cohort please have them apply our link is apply.servicenow.com we will be ramping up more cohorts for 2023 we already have a long wait list of individuals for our last and final cohorts happening this calendar year however over there welcome to apply to get ahead of the game in order to join a cohort for 2023. in addition I believe it was dropped in the chat our website the link to our landing page for even more information about the program and how we work across collabority across cross collaboratively across that was a mouthful across service now and the work that we do as well as our mission and values and why we do it with that I would like to open up to any questions Juan please go ahead hey Jess I have one question in the chat that says one is the program full-time so that and then can we submit our own employees for a cohort yes the program is full-time it is a virtual 12-week program excuse me it is Monday through Friday from 9am to 5 p.m so when I say our participants are really committed and they're doing the work in the training we mean that um in terms of submitting your own employee for the program our main focus is on individuals who are looking to break into Tech and who haven't necessarily gotten the skill sets right the technical skill sets in order to qualify four roles um there are some other opportunities to engage in on-demand content and learning through now learning maybe want to give you some more information to tell you how to pursue that but in terms of our program specifically um individuals within your company depending on their role let me say that there is that caveat they probably they likely already have um skill sets beyond what uh we will be sourcing for for our participants Juan is there anything you would add not that I have but I see Kate shamowski on the call so Kate I don't know if you have anything to add um but she might be able to provide more clarity around who's qualified and who's not qualified to join our programs yes the program is um a global program we have uh cohorts here in AMS we also have cohorts in emea I'm in the UK as well as cohorts in apj mostly in Australia hey Jess we gotta question in the chat what kind of labs are in next-gen um you want me to cover this one or would you like it you got it okay so some of the labs we do is so in our first week we do itsm F fundamentals so itsm fundamentals and in week two we'll do a teach back so that is not a lab but that is the activity that follows week one so after you get the content you review the content on Demand work with your pod and then deliver a 10 minute presentation on a few um objectives from the course and then when we get into servicenow fundamentals we have a Capstone project that works as a more of a final project right did you get what you needed out of servicenow fundamentals and apply that um Raven I believe you asked the first question and I submitted that to you in a private chat it is apply.servicenow.com and that is where you can apply directly and if you are in a CSA course that is the primary objective of the next gen program so please reach out to that next-gen at servicenow.com email and we'll answer all the questions about joining a cohort there thank you thank you so if there are no further questions um we can end this session early again thank you so much for attending to learn more about the next gen professionals program as well as learning I've been thinking about how you can partner with us right and and help us with our employability metrics and really getting our participants employed in your companies and just with one last thing is we will have a future hiring event in Q4 of this year um so if you're looking to recruit from our partners please reach out to Jessica and I to get involved in that future hiring event thank you