Upskilling – providing employees with more advanced skills through additional education and training – is fast becoming the new buzzword in today’s rapidly evolving job ecosystem. These changes are coming fast and furious and require the ability to quickly adapt to avoid being left behind or worse, finding your position being eliminated by AI.

Upskilling – why now? Upskilling is certainly not a new idea, but in the same way that the economic landscape has been reshaped, the essence of upskilling has changed and has been redefined. It was common for someone with certain job or professional skills to rely on those skills for 15-20 years. With the velocity of changes taking place, this has shortened to 3-5 years at best. For professionals with more technical skills, that window is probably even shorter. In order to stay relevant, it is necessary to constantly review the skills that are needed to continue to contribute positively to the organization.

There have been numerous studies conducted on this topic and the general consensus is that the skills of today’s workforce simply won’t match the jobs of tomorrow. On top of that, newly acquired skills may quickly become obsolete. Some of the factors contributing to this include the advancement of technology, globalization, increased competition and of course, Covid-19. All of these have become contributing factors that are driving monumental changes in the workplace and a need for acquiring new skills.

PREMIUM CONTENT: The Future of Candidate Evaluation: a New Paradigm

Here come the robots. The idea of robots taking the place of humans, even in the workplace, is nothing new. Movie scripts have imagined a future where they replace not only human labor but human emotion. Over time, the lines between fiction and reality have become more and more blurred. Fortune magazine predicts that within 15 years up to “40% of the world’s jobs will be replaced by robots capable of automating tasks.” Meanwhile, up to 1.5 million jobs in England are at risk of being automated in the future, according to the Office for National Statistics.

In spite of how ominous this sounds, all is not lost. By acknowledging that these changes are on the way and adapting to them by acquiring the necessary skills to keep up, our workforce can stay ahead of the curve.

It’s a small world after all. The pandemic has forced nearly every company and every job performed to shift significantly in order to meet demand. The globalization of business is opening the door to many new jobs that require different levels and types of skills. At the same time, many lower and medium-level jobs are being quickly eliminated and replaced with automation. Given the pressure on rising costs, businesses are always looking for ways to reduce costs and the harsh truth is that much of that efficiency is being accomplished by technology.

So, what does this mean for us right now? As we all know, the only constant in business is change. This includes the future of work. It is certain that organizations will continue to adopt leading-edge technology, and this includes automation that can complete many lower-level tasks common to most businesses. This makes it more critical than ever that advancing skill levels becomes a priority for everyone in the workforce. In addition to upskilling, workers should also look to acquire new skills that will allow them to step into alternative careers.

Staffing firms on the cutting edge have recognized the need for talent to have access to both informal and formal training opportunities so they can enhance the skills of their workforce. This has led to many of these firms acquiring or developing programs that provide for just such skills training. The future of the staffing industry may well depend on its ability to not just place talent but actually develop talent. And that is something that the market will most definitely embrace.

MORE: Why upskilling is more critical than ever

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Based on our own internal data, both direct hire and temporary job growth for industrial truck operators in distribution centers has nearly doubled in some key markets, and hourly pay rates have risen as much as 50%. Furthermore, Indeed recently saw a 6% spike in forklift operator job postings spread out across the country. With package delivery booming, the hiring companies expect certified, safety-minded candidates to fill these roles.

New Collaboration

That’s why the Adecco Group Foundation US partnered with our client—a luxury home goods brand—to invest in innovative forklift training. The client had a high demand for forklift drivers and high expectations for their performance. And the candidates had a strong desire for advanced training in order to feel confident as they started their new careers. It made perfect sense to combine our own training acumen with the virtual reality experience.

New Training

Speaking of virtual reality, what a way to train people! Not only is it engaging and enjoyable, it provides a very real—yet not quite real—environment. The client’s Adecco associates sat in a real forklift and used the controls to conduct all sorts of maneuvers in a virtual warehouse. They familiarized themselves with the machine’s nuances and safety measures. And a Raymond employee was on hand the entire time to answer questions and ensure the technology ran smoothly.

Learn more about the training and listen to the impact it made by watching our mini documentary.

New Impact

The associates gained confidence, ramped up quickly, appreciated the investment in their development, increased their earning potential, and added a new Occupational Safety and Health Administration (OSHA) certification to their resumes. The client increased early retention, maintained productivity, improved inventory management efficiencies, and enhanced workplace safety. A true win-win.

“Totally, it helped me out… it got me ready for the job. The main key is safety. I feel like I’m ready and I can operate a forklift.”

-Armando, Adecco Associate

“I definitely see the excitement in my associates. Being able to tell them that they’ve been hand selected from their leadership (for this training)… it was pretty awesome to see their reactions.”

-Cynthia, Onsite Supervisor at Adecco

It’s success stories like these that continue to push the Foundation forward. Whether it’s certifying forklift drivers, assisting athletes with career transitions, or helping veterans enter the civilian workforce, the march continues on.

Get in touch with your local Adecco team to discuss custom training, onboarding, and HR solutions for your unique workforce needs.

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A record-high 11 million jobs are waiting to be filled across the U.S. This boom in available openings? You can thank the Baby Boomers.

According to Pew Research Center, the rate of retirement in Baby Boomers has accelerated since the start of COVID-19 with almost 29 million boomers retiring in 2020 – An increase of more than 3 million from 2019.

With 75 million Baby Boomers retiring by 2030, The Great Retirement is looking to supersede The Great Resignation as the biggest hiring trend for 2022. Here’s what you need to know:

How will Baby Boomers retiring affect the workforce?

One in four workers in the U.S. is a Baby Boomer, amounting to 41 million total employees. This trend of mass retirement will lead to an even wider workforce gap as companies race to fill positions left by retirees. As these workers also normally hold higher-level management positions due to their extensive working experience, the competition to find replacements will be tough with many businesses turning to recruiters to look for top talent.   

Why are Baby Boomers retiring now?

While Baby Boomers fall in the generation most at-risk for COVID-19, the main driving factor for retirement isn’t health-related. They’re looking for a better quality of life.

Famous for their strong work ethic and dedication (40% have stayed with their employer for more than 20 years), Baby Boomers commit to their jobs more than any other generation. After 40+ years in the workforce and a global pandemic, they’re re-evaluating their work-life balance. With quarantine rules keeping them at home but isolated, many are choosing to trade in their 9-to-5 for more time with friends, family, and to travel.

Those most likely to retire early? Women over the age of 65 are the group with the most retirees while the Hispanic Boomer population saw the biggest increase in retirement rates. Boomers residing in the Northeastern U.S. also saw a large increase in those retiring.

What can be done to prevent a workforce gap?

While Boomers may want to spend their golden years away from the office there is a silver lining to The Great Retirement: There’s a whole new generation (and two others) ready to work. Investing in these workers and supporting their development will be crucial to closing your workforce gap. Here’s how to attract and retain young employees:

1. Offer flexibility in the workplace

Gen X workers and Millennials are often working parents or caregivers to their parents or grandparents. With quarantine rules and distance learning changing often and suddenly, you’ll need to be supportive of employees who are pulling double duty working and taking care of their family during the day. Offering more flexibility to parents by letting them work from home and by measuring their performance on results (not hours worked) will help retain valuable employees who won’t have to choose between family and their job.

2. Close skills gaps with reskilling and upskilling

Younger workers, especially Gen Z, won’t have the decades of experience that retiring Baby Boomers have. Instead of brushing-off young talent for a lack of skills, take the time to train them on the skills they need. If your company doesn’t have a formal training program ask them to enroll in online courses like our Aspire Academy. There are dozens of training courses available at no cost.

3. Mentor, don’t manage

For many young people, a position in your company may be their first professional job out of college. They don’t just need a salary but need guidance on how to progress in their careers. In a recent survey, younger workers reported wanting feedback from their managers more frequently than their older colleagues signifying they need more support to know they are doing their jobs correctly. They also rank mentorship among the three most important aspects of choosing where to work. Setting up a mentorship program will not only attract top young talent but keep them engaged and loyal to your company.

Is your company feeling the effects of The Great Retirement? At Adecco, we pride ourselves on finding and connecting top talent with the right opportunities. Learn more about our staffing solutions and keep reading our blog to discover the other top hiring trends for 2022.

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Is overhauling your career a part of your New Year’s resolutions? You’re in good company. According to our research, nearly 2 in every 5 people are changing jobs or considering a new career in the new year.

Whether you’re looking to move on up in your same company or change job fields entirely, you’ll need to develop new skills to fit your new job description. Luckily the importance of training is becoming increasingly crucial to companies and employees alike, making it easier than ever to determine what in-demand skills you’re missing and the steps you need to take to gain them:

How to determine which skills you’re missing

The first step in revamping your career is to figure out which in-demand skills your dream job requires. Only then are you able to see what training and professional development you’ll need to close your post-pandemic skills gap:

1. Research the future of your industry

Artificial Intelligence. Automation. Cloud computing. New advancements in technology are continually changing the future of work and the skills in-demand for future employment. 85% of the jobs that will exist in 2030 haven’t even been invented yet thanks to changing tech.

While that may seem far off, companies are looking for candidates who possess the right qualifications to adapt to these advancements now. Research what job skills are most in-demand for your industry for the next 10 years and focus on acquiring those competencies to make yourself a more competitive applicant.

And it’s not just tech companies that will be looking for highly skilled individuals. Traditionally manual industries like warehousing are adapting robotics and supply chain management into their daily business practices.

2. Connect with those in your preferred position

Need advice on how to get a specific job? Look no further than those who are in that position now. They’ll help you answer questions you have on making a big career change and provide personal insights on what job skills are most in-demand for their job.

If you’re looking to stay in your same company, consider a mentorship. In addition to highlighting which skills you’ll need to develop, a mentor can assist with career goals and help you build meaningful work relationships. 97% of employees that have a mentor agree that they are valuable and help them progress in their careers. 

3. Explore your current workplace

Thanks to the post-pandemic hiring boom, chances are your current company is looking for employees or outsourcing work. Monitor your workplace’s internal job board to see the top skills in-demand, especially if an open position resembles what you want to do in the future. 

Look at what roles in your team are currently being outsourced. As companies are shifting from outsourcing to reskilling employees, your business will prefer for internal workers to take on these jobs. If you’re prepared with the right skills, your company will look to you to fill one of these positions.

How to gain those skills

Now that you’ve determined what skills you need it’s time to make a game plan. Combine virtual learning with hands-on experiences for the most comprehensive approach to closing your skills gap:

1. Seek opportunities in your current company

In 2020 alone, US companies spent $82.4 billion on training their workers. Ask your company leaders if there are opportunities to enroll in learning platforms and make a formal training request to your manager presenting the benefits of education.

And it’s not just technical skills that can be learned. Thanks to evolving technology more in-depth learning resources have emerged, some even incorporating virtual reality to train employees on manual abilities.

2. Look for education outside the office

Don’t worry if your company doesn’t have a dedicated learning and development program. Over 180 million people have enrolled in online courses just in 2020, with more learning platforms being developed each year. Find an online course that aligns with your future job and other skills that are in high demand and see if your employer will cover the cost.

Is your company unable to pay for your training? Our Innovation Foundation can help. We’ve partnered with Penn Foster to bring you the Aspire Academy, an e-learning platform with dozens of training courses available at no cost.

3. Take a temporary position

Before taking on a more permanent position in a new career field try out a temporary role. You’ll see firsthand what qualifications you need for future work, get on-the-job training for essential skills, and, most importantly, see if you enjoy the work before committing. Check out our current openings to see if there’s a position that aligns with your future work goals.

­­­­­­­­­­­­­­­­­­­­­At Adecco, we’re here to help you prepare for your career change every step of the way. Check out our Adecco Foundation US for more professional development programs and read our research on future-proofing the workforce for further insights on closing your skills gap. Get started with us today.

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Upskilling has become a buzzword in today’s job ecosystem. Both employees and employers have begun looking at ways to maximize the available opportunities and minimize skills gaps. The world of work is changing at the speed of light, and you need to be able to adapt to it, or otherwise you’ll fall behind. Here is how to stay on top of your game at all times with upskilling.

Why should upskilling enter your vocabulary now?

Upskilling has always been integral to workers. But just like the world of work has changed, especially amidst the pandemic, the necessity of upskilling has changed too. While the half-life of professional skills was once 10-15 years, it’s now been shortened to five years. For technical skills, this can be even shorter. This means that workers must constantly update their skills to stay relevant.

According to the ILO Global Commission of the Future of Work, “Today’s skills won’t match the jobs of tomorrow, and newly acquired skills may quickly become obsolete.” Things like technological advancements, climate change, globalization and Covid-19 are dictating changes in the workplace and the need for upskilling.

PREMIUM CONTENT: Staffing Company 2022 Planning Package

Automation calls for new technical skills

The question of robots replacing humans in the workplace has been pressing for a long time. The 2013 movie Her imagined a future where robots have replaced not only human labor but also human romance. It seems that the line between sci-fi and reality is becoming more and more blurred. According to experts at Fortune magazine, “40% of the world’s jobs will be replaced by robots capable of automating tasks.” Around 1.5 million jobs in England are at risk of being automated in the future, according to the Office for National Statistics (ONS). This means that human labor won’t be needed. Such jobs include elementary occupations, as well as process, plant and machine operatives.

As worrying as this sounds, there is light at the end of the tunnel. We must adapt to technological innovations, and this calls for continuous learning. Digital literacy, numeracy, creativity and innovative thinking must improve continuously to keep up.

Globalization, Brexit, and Covid-19: How are jobs shifting shape?

It’s fair to say that most job sectors are shifting and so is the workforce demand. Globalized businesses are making way for both high-skilled and low-skilled jobs. However, medium-skilled jobs are being left behind. The job polarization is due to the increased labor-intensive production, liberalization of trade and international transportation and communication. Workplaces within leading economies are looking for highly skilled people who are ready to operate on a global level. Conversely, they are also looking for cheaper low-skilled laborers.

However, both Brexit and Covid-19 have had an immense impact on disruptions to supply chains and trade. The UK is facing a workforce shortage, and Brexit has only worsened the situation. Those who thrive in this changing socio-economic environment will have transferable skills. These skills can be adapted and applied to different occupations and skills.

You might be wondering if your own job is at stake. While many businesses are set to recover from Brexit and the pandemic, others might remain in the shadows. That’s why it’s more critical now than ever to upgrade your core skills. It’s also important to upgrade your more alternative skills that are useful as a backup plan. For example, you can learn to become a ski instructor, a reiki healer or an English language teacher. Obtaining such qualifications will make you an even more desired candidate. They will show employers that you are willing to adapt to new environments and learn new skills.

The world is changing faster than ever with a lot of socio-economic factors at play. In order to adapt to the new world of work, employees are being urged to upskill their abilities and implement innovative thinking. In turn, this will drive both the economy and their personal development forward.

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But how do coding boot camp graduates fare in the job market compared to applicants with computer science degrees? To find out how viable boot camp credentials are in the workforce, SwitchUp compared in-field employment rates for coding boot camp alumni and graduates from university computer science departments.

We found that, on average, coding boot camp certificates and computer science degrees result in nearly identical in-field employment rates.

Overall, 67% of alumni from coding boot camps landed a job in their field within a year. Comparatively, 68% of university graduates with computer science degrees found jobs in their field in a year.

While coding boot camp alumni and computer science majors typically get jobs in their field at the same rate, university alumni are more likely to pursue further education after their program.

Coding boot camp alumni enroll in graduate school less often, which makes sense given the nature of their program. Boot camps are designed to help people pivot into tech with the clear purpose of entering the field after graduation. In contrast, students in bachelor’s programs are more likely to enroll with the goal of pursuing higher levels of education.

It’s important to note that coding boot camp alumni represent a mix of educational backgrounds and work experience. While some people enroll without a degree or tech experience, others may have a degree in a different field or already work in the industry.

We took a deep dive into the employment rates for 22 coding boot camps and compared them to computer science departments from 35 well-known universities to get a better sense of how alumni fare in the workforce.

The very best (80% or higher employment rate)

The top programs with the highest in-field employment rates were coding boot camps. Codesmith, Devmountain, Tech Elevator and Hack Reactor all had at least 80% of graduates working in the field within a year.

Only two computer science departments — the University of Pennsylvania and Johns Hopkins University — had in-field employment rates of 80% or higher.

These coding boot camps also beat computer science departments from many well-known universities:

• Stanford University (61%)
• Massachusetts Institute of Technology (56%)
• California Institute of Technology (64%)
• University of California – Berkeley (67%)
• University of Southern California (72%)
• Yale University (58%)
• Princeton University (59%)

These findings don’t just highlight how viable coding boot camps are against computer science degrees in the workforce. They also reflect the growing trend away from traditional education models in the tech industry. As the demand for tech talent continues to grow, coding boot camps and other quick and affordable training programs will become increasingly necessary for the workforce to keep pace.

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Hard skills on your resume might be what get you noticed. But it’s your ‘soft skills’ that will make you a stand-out candidate at the interview (and move you up the ladder when you’re in a job.) Below, find out why soft skills are so critical these days and how to show your human side to land the job.

So, what are soft skills in the workplace?

Think back to your favorite teacher, manager, or sports coach. You remember them because they made you feel encouraged, listened to, and understood. Soft skills – like communication, problem-solving, teamwork, and interpersonal skills – are critical for success but can be challenging to quantify. They’re the skills that make you a better colleague, a better leader, a better human being. The skills that make people trust and value you.

Why are soft skills so in-demand right now?

Email, messaging apps, and emojis are substituting eye contact and conversation. But it has created a disconnect. Closing this ‘soft skills gap’ is key to building high-performing teams and market-leading organizations.Indeed, the number of companies addressing empathy and interpersonal skills doubled in 2020.

How to best communicate your ‘soft skills’ in a resume?

A convincing description of your soft skills alongside your hard skills list can tip the balance as to whether your resume lands on the hiring manager’s desk or the reject pile. Instead of a dry list of words like ‘teamwork,’ or ‘influencing skills’ say, ‘Organized weekly get-togethers to improve morale and communication.’ And ensure your examples align with the job level. While ‘effective communication skills’ might suffice for an entry-level position, a manager role will demand more demanding soft skills like influencing and conflict-resolution.

How to showcase your soft skills in an interview?

The words you choose. Your tone of voice. Your body language. They’re all channels for demonstrating your enthusiasm and ability to connect with others. Before the day, practice talking about your experience out loud with clear, concise answers. Be ready to answer questions about soft skills:

Problem-solving skills: Interviewers probe your problem-solving skills to gauge your ability to gather and analyze information, make logical decisions, and build solutions. Think of tangible situations where you used your soft skills creatively to overcome challenges.

Values: How would ex-colleagues describe you as a person? What charities or causes are important to you? Interviewers ask these types of questions to determine whether you have the soft skills to bring together your colleagues around the company’s shared purpose. Do your homework and show how your values align with those of your target firm.

Empathy and emotional intelligence: Tell us about a time you handled a demanding customer. When did you use your conflict resolution skills to diffuse a challenging team situation? Gather examples of how you have used your soft skills to communicate effectively and positively influence colleagues at all levels.

Teamwork: Strong teamwork differentiates leading firms from the rest. Interviewers will want to judge whether you can bond with all types of people. They’ll also want to weed out selfish or egotistical ‘lone wolves’ who can wreak havoc with a team’s equilibrium. Use anecdotes that describe your role in the team effort, the contributions you made, and what your team accomplished.

Adaptability and resilience: Today’s complex working world means quickly adjusting to – and recovering from – new situations and challenges. Interviewers need to know that you’re open-minded, welcome new opportunities, and won’t freak out if you need to do something that falls outside your job scope. Come prepared with examples of how you have successfully navigated a fast-changing environment.

While hard skills are indispensable, employers fight to hire, retain, and promote people with the right mix of interpersonal abilities. Showcasing your soft skills throughout your job search is the best way to apply for a job.

At Adecco, we’re here to support you every step of the way to finding a great job and getting better at it. Our Aspire Academy offers free access to re-skilling and upskilling programs in a range of hard skills. And check out our blog for helpful articles, from tips on how to make a big career change, to looking after your mental health at work.

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“People want flexibility now. Even if you can return to normal, your employees aren’t going to return to normal with you,” said Brian Welle from Google, a guest speaker at Thursday’s online panel discussion to mark the launch of Adecco’s global study: ‘Resetting Normal.’ The event also featured Adecco Group CEO Alain Dehaze, Jean-Claude Le Grand, CHRO, L’Oreal, and Mary-Clare Race, Chief Innovation and Product Officer, LHH.

Below find three key takeaways from Thursday’s webinar:

1. Work is still getting done

“Hybrid work is the new normal,” said Dehaze in his opening remarks. The report found that the pandemic has changed work tremendously, both as a place and an activity. But the last 18 months have proved that remote work doesn’t come with a loss of productivity and that a more inclusive and flexible way of working is possible. This presents both an amazing opportunity and a challenge for business leaders: “There are many positives in terms of flexibility, productivity. But there are also major pitfalls around wellbeing and burnout,” said Dehaze. “You must upskill and reskill yourself, not just in hard skills and digital skills, but especially in soft skills.”

2. Not every employee wants to be remote (or can be)

Le Grand said that the new hybrid world of work is a “new way of life” and “a fantastic moment of differentiation” for companies with vision and a sense of purpose. But he also spoke of an urgency to ensure fairness: “Between young and old. Between rich and poor. Between blue-collar and white-collar. Because at Loreal, for example, it’s clear that 50% of the people are unable to work remotely.”

3. Managers need more support.

Welle, Google’s VP of People Analytics, Performance Management and Job Architecture, called the shift to hybrid working a “transformative moment” in the way we work and manage talent. He stressed the importance of setting “new norms of communication” and making them explicit in the hybrid context.

He also spoke of the tremendous stress on managers, who are facing their own upskilling challenges, and he called on HR leaders to better support them. “Now, on top of doing the job that they are required to do, they are shouldering more responsibility for team health.” Welle’s view was backed up by our research: Nearly half of managers said they have not found the overall experience of managing other people easy over the past 12 months, while less than half of survey respondents said their managers meet or exceed expectations for creating good team morale and a good working culture.

Resetting Normal 2021 surveyed 14,800 knowledge workers across 25 countries on working practices, behaviors, and attitudes towards work. It is an essential read for leaders and companies as they continue to evolve and adapt for the next normal.

Watch the recording of the Adecco Group’s Resetting Normal webinar to learn more about the pitfalls of remote management, the importance of a sense of purpose, and Welle’s insights on Google’s experience shifting to a hybrid workforce. Or dig deep into our findings on your own and download the report today.

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Today, Ikpe works at the Information Technology Senior Management Forum (ITSMF), a nonprofit headquartered in Atlanta. She is the CRM manager, overseeing the databases. This is a far cry from the $7.58-per-hour service industry job she held prior to upskilling.

Thanks to Year Up’s one-year upskilling program, Ikpe got the education and training she needed to change her career path. Here’s how it works.

Year Up is a nonprofit organization dedicated to empowering young adults through higher education and career development. The program puts more than 4,000 students each year through six months of classroom education and then six months in an internship program. They then get assistance in landing a job or pursuing higher education, and they get the backing of a 20,000-strong alumni network.

Ikpe’s internship was at Cox Automotive with additional support from Year Up.

“During the week, we would go to our internships. Then, on Wednesdays, most folks would come into the office of Year Up and talk about how things are going on the job and have our coaching sessions,” Ikpe says. “It was really wraparound support.”

After the six-month internship came graduation. Ikpe says students could decide to remain with the company at which they were working or pursue a post-secondary education. She did both. While working, she earned an associate degree through Gateway Community College. Now, she is working on a four-year degree through Central State University in business management while continuing her career at ITSMF.

Ikpe also works as a coach through Year Up Professional Services, or Yupro, to help others going through the Year Up program. Yupro is a staffing firm that places workers who have gone through the Year Up program.

PREMIUM CONTENT: Workforce Solutions Ecosystem 2021 Update

The Upskilling Movement

Programs like Year Up’s are not just for people like Ikpe. Even for workers in good jobs, upskilling is necessary. Research earlier this year by Gartner found that 58% of the workforce will need new skills to continue doing their jobs successfully.

As a result, firms are coming in with their own take on how do to it. And it’s not just firms in the workforce ecosystem, either. Enterprises are also getting on board with training workers and bridging the skills gap.

Last June, for example, IBM announced a collaboration with 30 global organizations — including governments, community colleges, nonprofits and employment agencies — to help underserved populations improve their skills and employability. It cites a statistic from the World Economic Forum that closing the skills gap could add $11.5 trillion to global GDP by 2028.

Workers using training programs are doing so for a variety of reasons. From seeking a new, better career to embarking on a training journey to radically change their lives, people are taking online courses and trying varied programs, boot camps and more. The race to learn new skills for any number of reasons continues.  And the beneficiaries are companies — including staffing firms — and the talent. It’s a win for all.

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Despite all the talk of automation eating up jobs, US manufacturing is expected to have 2.1 million unfilled vacancies by 2030. At the same time, pandemic-driven market fluctuations and supply chain disturbances mean that more and more companies are opening up well-paid, purposeful jobs for American workers.

To seize these opportunities, manufacturers need to start creating new career paths today. That begins with carefully mapping current and future skills requirements, from today’s blue-collar workers to the engineers and data scientists driving manufacturing’s digital future. And that means reskilling and reemploying their workforces, fast. Here’s our lowdown on how to do just that:

Cultivate highly transferable skills to make your workforce ‘disruption proof’

The pandemic hit some sub-sectors of manufacturing harder than others. For example, we saw demand surges for firms dealing in fitness gear, sanitization, and air filtration, and sharp downturns for commercial aerospace or heavy equipment. So how can manufacturers stay nimble and ready to pivot their offering in line with future market lunges? Well, across sub-sectors, today’s manufacturing jobs are increasingly high-tech, blending traditional competencies like welding and machining with cutting-edge digital know-how. That’s why we recommend building standardized skills around lean manufacturing, continuous improvement, and quality control, in addition to disruptive manufacturing technologies, from AI and wearable tech, to 3D printing, robotics, and virtual reality. Technology holds the key to building a disruption-proof workforce – even for hiring. We harness AI and data-driven solutions to help our manufacturing customers solve their staffing problems.

Tap into skills from non-traditional talent pools

Manufacturers must move faster to foster more inclusive workforces if they are to close the skills gap. Upskilling multiple generational segments of the workforce is just one compelling opportunity. The U.S. Bureau of Labor Statistics projects that around 25% of America’s workers will be age 55 and older by 2026, yet only 3.3% of all apprentices were over 50. The reality of America’s ageing workforce demands that manufacturers embrace up-skilling or re-skilling older workers, especially through apprenticeships, if they are to have a sustainable talent strategy.

Reskilling workers from other sectors is other great source of new people and competencies, with 16% of new hires in US manufacturing already coming from outside the sector, according to PwC research. Hundreds of thousands of people in occupations like catering or travel were left out of work by the pandemic and could be re-skilled for in-demand manufacturing roles like welding, machining, and fabrication. And in our article on upskilling and reskilling for the top competencies in the post-Covid era, we argue that customer service, emotional intelligence, and other softer skills can be highly valuable – and transfer seamlessly – across sectors.

Offer meaningful, long-term training and development

Upskilling comes in many shapes and sizes. From on-the-job training to formal certifications, embracing creative solutions can enhance your talent pool while boosting retention. Employers won’t necessarily have to bear the financial burden of upskilling alone. Working with us means access to many U.S. Department of Labor registered apprenticeships supported by the Adecco Foundation. It’s crucial to maintain career-boosting upskilling opportunities even in the face of the operational difficulties caused by ongoing COVID restrictions. Read how we partnered with a Georgia manufacturer to deliver a creative upskilling solution to plug a skills shortfall at the height of the pandemic last year.

At Adecco, we are passionate about addressing America’s skills gap, and creating greater economic opportunity for all American workers. Among employment agencies, we have the biggest candidate database in the country. Learn how we help some of America’s biggest manufacturers redeploy and reskill key talent.

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The post Upskilling in manufacturing: Building the industrial workforce of the future appeared first on Paragon Strategic Staffing.