Should You Provide More Training to Close the Skills Gap?

In recent years, many employers have found that, regardless of the unemployment rate, they’re not always able to fill vacant positions with qualified candidates. The problem? The applicants don’t always have the skill set the employer is looking for.
Some say this is because our educational system is lacking. Others say it’s because the recession has made employers pickier about whom to hire, their expectation being that there will be an abundance of applicants who have exactly the right education and experience (even if this has not historically been the case). The difficult economic climate also gave rise to the attitude among some employers that individuals will be grateful for any job, even if the pay is lower than they were expecting—a recession-era reality that is quickly fading as unemployment inches lower and lower.

What Can Employers Do to Bridge the Skills Gap?

While some of the skills gap may be attributable to changes in the educational landscape—fewer people enrolling in vocational programs, rising education costs, etc.—there are also many ways that employers can address this issue, most notably through training.

Unlimited employee HR training—one low cost, no setup, no software to install. Find out why the Software & Information Industry Association voted TrainingToday® the “Best Workforce Training Solution.” Go here for more information or to sign up.

While the ability to bring new employees on board without having to offer them any training would certainly be convenient, employers are finding that such a situation is becoming less realistic. For one thing, technology changes fast—a new company role is sometimes required before there has been enough time for any applicants to gain standard levels of experience. One example seen in recent years relates to social media roles. Some organizations are looking for social media managers who have been actively managing corporate social media accounts for 10 years, and the primary social media networks have barely been around that long! It’s also unrealistic to expect every new hire to already be trained for the job they’ve applied for—after all, many applicants are looking for a promotion, not a lateral move.
One potential solution is for employers to shift their perspective. Instead of trying to hire an individual who already has the experience and training to do the job, they could opt to hire an individual with the capacity to do the job and then give him or her the necessary training and tools to do it well. This used to be the norm for new hires, but it seems to have been left behind in recent times. While this does involve some cost, it’s arguably less expensive than going without a good employee to fill the role. There are many ways to implement training programs, and there are even ways to bring an employee up to full speed (and full pay) in stages as he or she is given more and more training and responsibility.
Employers should also remember to cross-train current employees to reduce skills shortages when promoting from within. This can have the added advantage of expanding the group of employees who can cover for one another.

Beyond Training: Other Ways to Bridge the Skills Gap

While on-the-job training is certainly an important consideration, employers do have some other ways to address the skills gap in the market.
One simple option is to expand the applicant search to a greater geographical area, which will cast a wider net and hopefully find someone with the skills required. However, bear in mind that this tactic may mean the employer will need to consider offering telecommuting or covering the costs of relocating the new employee.
Another possibility to consider is that the skills gap may actually be a pay gap. This means that there may not be a shortage of skilled workers for the role, but instead, there is a shortage of skilled workers who are willing to work for the offered salary and benefits package. If the salary is increased to a level that is more closely aligned with market expectations, the employer may find they receive a greater number of qualified applicants to choose from. With wages largely remaining stagnant in recent years, it’s likely that this avenue has not been widely explored—it could be your company’s key to closing the gap.

No time to prepare or deliver training? With BLR’s TrainingToday®, your employees can start taking essential training courses the same day you sign up. Workers (and supervisors) train at their convenience, 24/7. We track and you save with this turnkey solution. Yes, it really can be this simple. Learn more.

Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments, including HR, sales, marketing, IT, commercial development, and training.
This article first appeared in our sister publication, HR Daily Advisor.
In tomorrow’s Advisor, we’ll take a look at the trend toward creating personalized training plans for each employee.