Addressing Skills Gaps in the Labor Market

by | Mar 28, 2024 | Career Development, Human Resources, Organizational Development, Workplace Culture | 0 comments

Business owners, do you have concerns about skills gaps in the labor market?

Skills-based hiring has become one of the most cited trends in HR and organizational development. Here, employers seek to use skills rather than education requirements for hiring purposes. Skills-based hiring purports to provide non-degreed workers with access to available jobs based on expressed or tested skills.

However, while this approach rewards those with experience, it can pose a problem for those without certain skills but with qualifications in terms of knowledge and abilities. I don’t propose removing skills as requirements, but I think that workers can acquire some skills on the job.

The ability to learn, or cognitive ability, can strongly predict job performance and career success. This includes thinking abstractly, reasoning, solving problems, and learning. Furthermore, characteristics such as high conscientiousness and emotional stability on the Five-Factor Model of Personality can serve as predictors for performance.

Establish a Learning Culture

People can learn skills. Organizations that invest in onboarding, training, and development and establish goal-oriented learning cultures can bridge skills gaps by adding people who are able and willing to learn with grit and a growth mindset.

But, instead of chasing “unicorns” to find someone who ticks all the boxes, employers can close the gaps in qualified labor and skills by:

  • Hiring for one’s ability and willingness to learn in addition to skills.
  • Establish a culture of learning.
  • Understand candidates’ personalities to understand candidates as individuals and as part of a team.

Be open to training others for more Harmonious Workplaces.

Need Help?

For more information on how to ease your worries about skills gaps so you can grow your organization, contact WorkBalance Consulting.

References

Duckworth, A. L., Quirk, A., Gallop, R., Hoyle, R. H., Kelly, D. R., & Matthews, M. D. (2019). Cognitive and noncognitive predictors of success. Proceedings of the National Academy of Sciences, 116(47), 23499-23504.

Feist, G. J. (1998). A meta-analysis of personality in scientific and artistic creativity. Personality and social psychology review, 2(4), 290-309.

Yao, X., & Li, R. (2020). Big five personality traits as predictors of employee creativity in probation and formal employment periods. Personality and Individual Differences, 109914. https://doi.org/10.1016/j.paid.2020.109914.

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