Can Mentorship Bridge the Skills Gap?
By: Hanif Hemani
One of the biggest stories coming out of
the Great Recession that continues to plaque 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 per cent) and job seekers (37 per cent) 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 per cent 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.