18
MiMfg Magazine
October 2018
Can
Mentorship Bridge the Skills Gap?
By John Keuning • Express Employment Professionals
One of the biggest stories coming out of the
Great Recession that continues to plague businesses
is the lack of qualified job applicants for many
semi- to highly skilled positions in a variety of
industries. The skills gap has been talked about by
business leaders, politicians and economists for
several years, and yet the reality of jobs going
unfilled is still a major factor in the economic
recovery. But could there be a solution to this
problem that is going unnoticed and underutilized?
What’s Causing the Gap?
While there is consensus among most experts
that there is a skills gap in the job market, there are
varying beliefs on the cause for this gap.
A survey by TEKsystems of IT professionals and
leaders found a disconnect between their reasons for
jobs currently being open and individuals not applying.
Leaders in IT believe that a lack of skills is the central
reason behind the gap, while professionals in the
industry believe the problem has more to do with
employers expecting too much in their job descriptions.
Another report by CareerBuilder found that
employers (55 percent) and job seekers (37 percent)
agree that education gaps in particular areas are the
leading cause for the skills gap. However, job seekers
believe that gaps in expectations surrounding wages
as well as job requirements that are above entry level
requirements play a large a role in unfilled jobs.
Could Mentorships be the Answer?
For years, apprenticeships played a significant
role in training the next generation of workers. In
the last few decades, the changing dynamics of the
workplace have dramatically slowed this practice
of teaching.
Today, mentorships are often thought of as a
relationship between a younger and more experienced
professional that helps the young professional develop
and learn more about their industry. But what if
businesses and job seekers thought of mentorships
as a way to train new employees who may not have
the specific skills the employer is looking for, but
have the work ethic and desire to learn?
Some business leaders may be hesitant to invest
in educating employees who have the potential to
leave and take this valuable training to another
business or possibly even a competitor. However,
the CareerBuilder report goes on to say that “An
overwhelming 92 percent of employees become
more loyal to a company that invests in training
them, adding that they are more likely to stay at a
company that values them in this way.”
There is no question that the responsibility to
end the skills gap falls on employees and employers
alike. As they enter the hiring process, job candidates
should be able to clearly show that they have a desire
to learn and are willing to spend time receiving training
from the best people in the business so they can help
the company be successful. Leaders in businesses
should begin to develop programs utilizing their best
employees to train new hires on the skills they’ll
need to be successful.
As the economy continues to recover and
businesses continue to look for ways to fill their
unfilled job openings, mentorships should play a
larger role in helping new employees be effective
additions to the company. The skills gap is a
challenge that can be overcome by employers and
job seekers so long as both are willing to spend
time teaching and learning.
6
John Keuning is director of manufacturing excellence for
Express Employment Professionals. He may be reached
at 616-281-0611 or [email protected].
Visit online: www.expresspros.com/grandrapidsmi.