Today’s tight labor market has been attributed to the growing skills gap, the increase in retiring baby boomers, high rates of employee turnover, and more. Despite all of these factors, there has not yet been a full shift from the must-have college degree mindset to a learn-and-earn model that could better support employers and employees.
Finding the ideal employee isn’t easy. Someone with the perfect mix of skills and experience is unlikely to simply walk through your door. Most candidates will meet some of your requirements but lack skills in other key areas.
Almost every industry is feeling the effects of the skills gap. It’s a problem that’s not likely to be solved by educational reforms alone, especially in the short-term. Companies need trained, qualified employees now, not four years from now when college freshman become graduates, and certainly not 16 years from now when today’s first-graders get their diplomas.
Recently, the Labor Department shared exciting news about the US job market, boasting a 3.9% unemployment rate. An achievement certainly, but for many employers, the low unemployment means stiffer competition for their labor force. In the skilled trades industry particularly, this means employers must differentiate themselves to maintain a skilled workforce and talent pipeline, all while also combatting other workforce challenges related to the skills gap.
Employee engagement is key to employee, and ultimately, company success. Effective managers, training and upskilling programs, and teambuilding can all contribute to higher employee engagement and therefore performance. However, regular goal setting is another crucial step for improving employee performance, and the practice should not be limited to January 1st or during annual reviews.
In the retail industry, it can be difficult to find and retain reliable employees who have a developed set of soft skills. Whether hires simply don’t work out or leave to look for different career opportunities, low retention rates make finding strong leaders you trust to run the day-to-day operations of your business nearly impossible. One solution to boost retention rates and prepare your employees to take on leadership roles is investing in comprehensive soft skills training.
It’s a scene that plays out on factory floors, in warehouses, and at work sites across the country: a talented worker is promoted to a supervisor position, but struggles to adapt to the new role & responsibilities. While they were skilled at their previous position - which is why they were identified for promotion in the first place - moving to a management role presents a slew of new challenges and requires these supervisors to develop a variety of new skills.
Innovation and adaptability keep the world of industry constantly moving forward, expanding business opportunities, offering more jobs, and nurturing a growing global economy. Advances in technology over the last few decades, however, have simultaneously created new jobs while rendering many other positions obsolete. Worry over automation and artificial intelligence replacing low and middle-skilled work has troubled a workforce that has been historically confident in their job security. But the digitalization of formerly analog positions is only the most recent “revolution” in a series of changes over the last several hundred years. For businesses looking to retain loyal employees and become competitive in hiring, embracing change and implementing comprehensive training programs is essential.
The recruitment and employee development landscape is rapidly changing, due to a new focus on skills and learning credentials. The reliance on a traditional job description and looking for certain college degrees to judge candidate quality is an outdated procedure. Likewise, employee development has evolved significantly. As we head into 2018, here are the top three recruiting and employee development trends to watch out for:
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