A “skills gap” is generally defined as the difference between skills needed to perform a job effectively and the skills possessed by the average prospective worker.

Because employers can’t find candidates with the skills they want, positions in their company will sit unfilled, or a company will hire someone with an insufficient skill set and endure a loss of productivity.

Hiring managers often say the skills gap is partly due to the lack of experience of the average prospective worker. Another factor behind the skills gap, according to experts, is a lack of proper, practical training in the educational system.

With countless Baby Boomers set to enter retirement – today’s skills gap might become tomorrow’s skills canyon. Therefore, it is important for companies to take steps now to address the skills gap before a lack of productivity leads to lower morale, lower quality, higher turnover and higher costs.

How Do You Address the Skills-Gap?

Tip #1: Connect to the kids

Partnering with high schools can allow your company to get in front of young talent earlier and help them comprehend the abilities and experience they’re going to need to succeed. One way to do that is to create seminars for high school students to familiarize them with the career opportunities at your business and what it would take to realize those opportunities.

Tip #2: Connect to colleges

Colleges and universities would like to place their students after graduating, and if your business provides a possible destination, these learning institutions are probably going to work with you. Therefore, collaborating with secondary learning institutions is a low-cost approach to possibly enhance the abilities of prospective hires and open up a new source of talent.

Make an effort to get in touch with the colleges, universities, and trade schools and work on establishing partnerships. Tell them the abilities you want your new hires to have and indicate your organization will work with them to locate ways to correctly get young graduates ready to work at your company or in your industry.

Tip #3: Create a solid internship program

Internships can be poorly structured, which offers little benefit students or the companies that host them. A solid internship program is one exposes these young men and women to as many facets of the company’s operations as possible. Also, interns ought to handle actual projects, be properly supervised and be given feedback if a business is trying to address the skills gap while potentially grooming a new employee.

An internship program should be explicit about the abilities interns will learn. Management should explain to interns how they are gaining specific skills and broad experiences that could apply to a wider range of jobs and industries. Ask them to consider how they can show initiative or come up with an improvement on an existing method.

Are you looking for skilled workers?

At Quanta, we help our client companies address an internal skills gap by supplying them with a custom staffing solution that addresses their specific needs. If you would like to learn more about how we can help your company, please contact us today.