Employers Need a Scalable Model for Upskilling In-House Talent paid gradsoflife
Employers are experiencing difficulty filling jobs that are key to sustaining and growing their businesses. Long lead times, high recruitment expenses, and exorbitant onboarding costs are some of the consequences they deal with when seeking high-quality applicants for their most critical jobs.
Whether new and changing roles are due to modernizing technologies, transformations in how work is organized and carried out within a company, or retraining workers to transition into new jobs because their current jobs are being eliminated, employers must demonstrate leadership in identifying these transitional moments as an opportunity to establish an upskilling strategy to build on existing investments and skill sets.
What could this look like in practice? Colleagues in Vermont identified a need to develop more construction site supervisors—without whom new build projects cannot be taken on. With an aging workforce and too few young workers, 18 construction companies worked with one another to develop common job descriptions and career pathways to demonstrate how to transition from skilled craft roles, to crew leaders, to site supervisors. And it’s working.
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