Mediaboss Marketing

recruiting and retaining employees.Pexels

The Employment Summary, more commonly known as the monthly jobs report, is a highly anticipated economic indicator. Compiled from two key surveys the household survey and the establishment survey the report, issued by the U.S. Bureau of Labor Statistics , provides the unemployment rate and the monthly change in nonfarm payrolls, as well as average earnings and hours worked. While both surveys complete the full picture, the data from the household survey of approximately 60,000 households look at employment status by race, gender, age, education, veteran status, disability status and several other categories.

As a Social Security-authorized Employment Network (EN), Allsup Employment Services (AES) is especially focused on the key takeaways from these and other important federal and state reports that relate to people with disabilities in the workforce.

Skills Gap Concerns Employers

While many concur the unemployment rate is generally trending in the right direction, and jobs are being added in various sectors, such as leisure and hospitality, retail trade, government and healthcare, a new concern has arisen. And that is the skills gap within organizations. According to a McKinsey report, lack of career development and advancement is the top reason for leaving a job. Eighty-seven percent of organizations "know they have a skills gap or will have one within the next few years." But in a study by PWC, only 40% of employees say their company is upskilling, and only 26% said their employer is automating or enhancing work through technology.

These findings signal the urgency for companies to reshape their workforce learning strategy to narrow the skills gap. The digital transformation, fueled even more by the pandemic, has impacted every sector requiring workers to learn new digital skills. These may include basic skills such as data handling and entry, online research and email/instant messaging, as well as more advanced skills, such as search engine optimization, data analysis, web development and programming.

The bottom line is that there simply arent enough well-trained or skilled workers to meet the capabilities an organization needs to be competitive. To address this issue, companies are rethinking their approach to both recruiting and retaining employees and would be wise to increase their upskilling and reskilling programs and retention strategies to retain talent.

Narrow Skills Gap With New Hiring Strategies

What should companies do to address this concern? When recruiting and hiring, consider these steps:

The National Governors Association, in its 2020 report Reimagining Workforce Policy in the Age of Disruption, explains that a truly resilient workforce requires vigilant protection of vulnerable workers, which can include those with disabilities. "Communities must target innovative, accessible, high-quality education and training and comprehensive support to these populations."

Support Employees With Commitment To Learning

But its more than just hiring people with certain skills. There needs to be a concerted effort to provide ongoing training and professional development opportunities. To compete and narrow that skills gap, businesses need to:

Employment Networks Add Value

As an EN, AES helps people with disabilities return to work through Social Securitys Ticket to Work Program (TTW). A common concern among those going back to work after a lengthy absence due to a disability or serious illness relates to their skill level. Many individuals have been out of the workforce for several months or even years. Will they have the skills to do whats required for a job they once had? Or will they need to learn new skills or acquire certifications to perform well in another position at a new company?

Employment Networks and other service providers are vitally important not only in career planning and counseling or job search and placement but also for training opportunities. ENs can provide access to specialized training that is disability-friendly which can help ready people for work and narrow the skills gap.

Understanding the requirements of a job is the first step in determining what skills or additional training individuals need to be successful. AES case managers, working closely with clients, can help assess the job requirements and identify suitable training, skills development programs or necessary certifications.

I have over 30 years of experience in medical management, vocational rehabilitation, and placement services through a variety of roles in managed care, disability, and insurance organizations. As Director of Allsup Employment Services (AES), a national SSA-authorized Employment Network (EN), I oversee AES experts providing specialized help to people with disabilities who are returning to work through the Social Security Administrations Ticket to Work (TTW) program. Prior to taking this role, I was Director of Vocational Rehabilitation Services for AES, whose services include career planning, benefits counseling, ongoing employment support, and employment retention services. I hold a bachelors degree in rehabilitation and a masters degree in psychiatric rehabilitation/general counseling from the School of Health Sciences at Springfield College in Springfield, Massachusetts.

View post:
Employers Stuck With A Skills Gap? Its Time To Reimagine Workplace Learning - Forbes