In December, 2.9% of the American workforce voluntarily left their jobs. Additionally, there were more than 10 million job openings for 6 straight months as of January.
With so many workers leaving their jobs, companies should have a large talent pool to choose from. But this isn’t necessarily the case. Ever since the pandemic, workers’ expectations have increased, and because it’s a candidate’s job market, there are more available jobs than there are workers. Companies need to get creative when it comes to where to look for talent.
The key to solving ongoing hiring problems is exploring state training programs. These programs, which involve teaching individuals the skills they need for specific jobs, are a great way for employers to source talent. Many state programs aim to match the right employees with the right employers, making hiring significantly easier when the job market fluctuates.
State Training Program Benefits
Traditionally, many companies have struggled to recruit and retain employees because they overestimate the importance of college degrees. Not only does this result in rising wage inequality, but it also leads to competitive hiring for a small portion of the available talent pool. According to an article by Forbes, 54% of companies globally have reported talent shortages.
However, studies estimate there are 11 million non-college-educated workers who could perform high-wage work. Companies can solve the talent shortage and combat the Great Resignation by utilizing existing state workforce development programs. For these workforce training programs, states partner with employers, local community colleges, and other entities to help individuals gain the skills they need for available jobs.
These state programs are beneficial to employers because they help them hire the right people right away. The curriculum of a workforce development programis specifically centered on a company’s needs. So instead of hoping prospective employees can translate their skills from unaffiliated training, companies will know their new employees are ready to tackle the job at hand.
Those enrolled in these state programs will encounter great benefits, too. To start, these programs are affordable and sometimes even free. They’re also flexible to work around the needs of individuals. Classes for these programs are meant to be accessible, and they’re often offered at night or virtually for those who are still working a full-time job while making the transition.
These programs are tried and true. Toyota Motor North America, for example, has been utilizing external programs since 1975. But since then, the carmaker has developed its own large, sophisticated program. By partnering with community colleges, Toyota can train graduates for work at its company.
The good news is that leaders don’t need to develop their own programs. Several state training programs already exist, so companies won’t need to spend time and resources on a new initiative when they need more staff. Furthermore, companies that take advantage of these opportunities are more likely to experience success when hiring in the current climate.
Utilizing State Training Programs
Companies interested in tapping into state training programsshould consider what opportunities are available. Here are four potential programs to explore:
• The Missouri One Start program involves colleges across the state, increases funding for training programs, and offers a single point of contact statewide for companies to reach out to for customized training. Missouri also ranks second for the most completed apprenticeships.
• The North Carolina Triangle Apprenticeship Program is a 4-year program that develops technology and engineering talent. High school students in their junior year can participate and receive on-the-job training with participating employers while working toward an associate’s degree.
• CareerWise Colorado works with employers and students to successfully run apprenticeships. The goal is to provide students with paid, hands-on learning while they’re still in high school.
• The Chicago Apprenticeship Network aims to help businesses establish apprenticeship programs and connect more individuals to those opportunities. The network includes upward of 75 companies across 18 industries.
If an employer is having a challenging time finding employees, it can explore state-led workforce training programs in order to meet its needs. Companies everywhere are struggling to hire, but proactive measures could ease that burden and set the tone for future hiring practices.
Subash Alias is the CEO of Missouri Partnership, a public-private economic development organization available to assist businesses with their next expansion or relocation. Missouri Partnership is an expert resource to support companies’ site-selection needs when the time is right to grow. LinkedIn: https://www.linkedin.com/in/g-subash-alias-a1528910/