How to Bridge the Gap between What Employers Want and What Employees Can Do

How to Bridge the Gap between What Employers Want and What Employees Can Do
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The Great Recession has come and gone, yet still surprising unemployment – especially for people 25 years old and less. According to recent estimates, the unemployment / underemployment as high as 39 percent of this age group. unemployment figures are frustrating – and paint a bleak for those who are recent college graduates or attempting to begin careers – but before blaming the economy, consider this fact: 49 percent of employers report that they struggle to fill positions. Meaning, the jobs are there, and we know that there is a large group of people looking for work, but companies are not hiring. What’s going on?

The “gap” between what employers want and what employees are trained to do

To understand why there is a high number of unemployment / underemployment and a high percentage of companies seeking workers, we must first look at the gap between job skills and the types of skills that people have. A research found that only 42 percent of employers believe that recent graduates are ready for work. In other words, the skills that companies seek simply not taught in many universities.

Economists cite another issue that is contributing to the gap: half of the jobs in the market today did not exist 25 years ago. Educational institutions are not able to keep pace with our rapidly changing economy and the types of jobs that exist today. However, we can not simply blame our education system for this disconnect; With so many new types of jobs created, and a demand for change capabilities, constant training job now is of utmost importance. In other words, people’s education can not stop when they leave school. We have entered a new paradigm where learning and training should be a requirement if we hope to bridge the skill gap.

Who is responsible for bridging the gap?

Bridging the gap between what employers want and the skills employees come with is a joint effort. Employers must provide ongoing training opportunities and understand that employees are not being trained for the kinds of skills they need but with the right training, employee will be properly equipped.

Secondly, employees must actively seek training opportunities – even before getting a job. If universities and traditional educational institutions are not offering the kinds of skills that employers want, job seekers have to take the training in their own hands.

Companies need to be transparent about the types of skills needed

Employers know what skills they want employees to have, however interesting, employers tend to be opaque in the necessary skills, not instruct potential employees on how to get the skills. To bridge the gap, companies have to make clear to employee exactly what they are looking for, and give advice to employees about where they can find the necessary training.

Some companies understand that people in the workforce may not have the necessary skills, but this does not prevent these companies from hiring. To solve the problem, these companies take their new employees through comprehensive training programs that provides them with the necessary skills to do the job. They choose graduates from a wide range of specialties and train for various jobs within the company. This type of training is pays off – the companies experience lower turnover and have highly skilled employees, trained specifically for the job at hand.

Once the employee is hired, he can ask the company to give a clear explanation of all his rights. This is quite easy to do as now there are a lot of Labor Law Compliance Center options for labor law posters.

Are you tak­ing steps to bridge the gap?

If your company is one of the many that has a hard time filling jobs and finding skilled employees, it may be time to examine how you advertise jobs, the type of training you offer to new employees, and your ongoing training programs. Investing in your employee’s training will not only add much-needed staff to your company, it leads to lower turnover, higher worker satisfactions, and more motivated employees.

The employees are out there – are you doing your part to attract and train talent?


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