While many people focus heavily on the possibility of machines and artificial intelligence taking jobs away from humans, they seem to miss the countless opportunities that technology actually creates. In fact, the rapid and drastic evolution in technological advancement is on the verge of creating too many jobs on the market. While this might sound unlikely, it’s actually happening because these new jobs will require skills that the general workforce simply does not possess, resulting in a “worldwide talent shortage” of about 85 million people.1
To put themselves ahead of this shortage and in front of a potential worldwide crisis, employers today can reskill their employees in preparation. Reskilling, or retraining current employees with skills to do a job, not at risk of becoming outdated, is incredibly beneficial for overall morale, and can also save significant costs in the long run. This is because replacing employees can cost an employer thousands. Today’s article seeks to explain three major ways that employers can prepare their current talent for the future ahead.
1. Look Beyond Technical Know-How
Cybersecurity is one primary area where businesses struggle to find skilled talent. This is why employers should work to prioritize cybersecurity within their organizations, and focus on building skills necessary from within. Instead of only seeking employees with a technical foundation, employers should learn to identify key soft skills that will help ensure success in this field. This includes characteristics like integrity, communication skills, and attention to detail. By using an approach like this, employers can greatly broaden the pool of people access to them for a potential job listing.
2. Consider a Mentorship Program
A mentorship program can be especially beneficial for helping employees develop their new talents and skills. Be prepared to put some time into building and monitoring your mentorship program for success. Not only can this approach help your teamwork in a more fluid, productive fashion, but it can also improve team cohesiveness and for boosting staff retention.
The mentorship approach is most advantageous for teaching skilled labor, like welding and machining, which are already some of the toughest roles to fill today.
3. Provide Scholarship Opportunities
Budget concerns hold more people back from career advancement than you might initially believe. To truly show employees that you value growth, development, and career advancement, provide scholarships and funding opportunities to develop their skills, especially in areas where your organization will benefit.
The science, math, and technology industries are always a great place to begin rewarding employees for their growth. Consider the idea of offering scholarships for continued education in that field.
A serious shortage of skilled labor is a much more prominent threat than the idea of computers taking over human roles. Businesses today are already seeing the results of rapid technological development that is leaving humans behind. This is why leaders must prioritize it today, encouraging current, hardworking employees to reskill their talents for a more digital age.