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Navigating the Hiring Landscape: Addressing the Skills Gap in 2024

The hiring landscape in Q4 of 2024 is more dynamic than ever, with significant challenges impacting both job seekers and employers. At Level, we are committed to fostering connections that empower individuals and organizations to thrive, which is why we’re diving into one of the most pressing issues in today’s job market: the skills gap.

5 empty chairs on a blue background with a yellow stripe down the middle

The Current Challenge: A Widening Skills Gap


In 2021 87% of companies worldwide reported that they either already had a skills gap or expected to have one within a few years (McKinsey & Company). Fast forward to today, both job seekers and employers are facing a daunting reality: the skills possessed by candidates often do not align with the requirements of available positions. This skills gap has created a bottleneck, leaving positions unfilled and talented individuals underutilized.


For Job Seekers:


  • Skill Alignment: With industries such as technology and sustainability rapidly evolving, many job seekers find their skills lagging behind employers’ expectations. (Goodtime.io)


  • Experience Requirements: Entry-level roles are increasingly demanding several years of experience, creating a significant hurdle for new graduates and career changers. (Marketwatch)


For Employers:


  • Talent Acquisition: Organizations are struggling to fill roles due to a lack of candidates with the required expertise. (Achievers)


  • Retention Challenges: High employee turnover remains a critical concern as workers seek opportunities that better align with their skills and career goals. (Deloitte Insights)


Why Is the Skills Gap Growing?


A computer chip with "AI" at the center

The gap between what employers need and what job seekers offer is widening due to several factors:


  • Technological Advancements: The rapid pace of innovation has left many workers struggling to keep up with new tools, systems, and methodologies. (Artificial Intelligence in Hiring)


  • Lack of Known Support for Employee Growth: Employees are anxious about the widening skills gap, with 46% of those surveyed believing their current skill set will become irrelevant by 2024 (Degreed) and only 34% of those surveyed reporting that they feel supported by their current organization’s skill development opportunities (MIT and Deloitte)


  • Economic Shifts: Changes in the global economy have influenced hiring priorities, leaving certain sectors with surplus talent while others face shortages. (Business Insider)



A Path Forward: Bridging the Skills Gap


While the challenges are significant, there are steps that job seekers and employers can take to overcome them:


1. Skills-Based Hiring: Employers are increasingly prioritizing specific skills over traditional credentials. This approach opens doors for candidates with non-traditional education or career paths and provides companies with a broader talent pool. (Financial Times)


2. Lifelong Learning for Job Seekers: In today’s fast-paced market, continuous learning is essential. Job seekers should invest in up-skilling through certifications, online courses, and hands-on projects to remain competitive.


3. Flexible Work Models: Offering remote or hybrid work options and flexible schedules can help employers attract a wider range of candidates, including those with in-demand skills who may not be geographically close. (Deloitte Insights)


4. Invest in Employee Training and Development: Providing ongoing learning opportunities can help employees gain the skills needed to meet current and future job demands. This can include internal training programs, providing tuition reimbursement, and/or offering access to online learning platforms.



Strategies for Employers to build a more skilled and adaptable workforce:


  • Collaborate with Educational Institutions: partnering with colleges, universities, and technical schools can ensure curriculums align with industry needs.

    • Co-develop courses tailored to their specific skill requirements.

    • Provide guest lecturers or mentorship opportunities.

    • Offer internships and co-op programs to create a pipeline of job-ready graduates.


Adults engage in collaborative learning
  • Promote Apprenticeships and On-the-Job Training: establish apprenticeship programs for high-demand roles. These structured, hands-on opportunities can help train candidates without formal experience while creating a loyal workforce.


  • Focus on Skills-Based Hiring: shift the focus from degrees and credentials to specific skills and competencies:

    • Redefine job descriptions to highlight skills rather than formal education.

    • Use skills assessments in the hiring process.

    • Encourage candidates from diverse and non-traditional career paths.


  • Leverage Technology to Identify Gaps: employers can use workforce analytics tools to:

    • Map current skill sets against future needs.

    • Identify gaps within teams or departments.

    • Plan targeted interventions to close those gaps.


  • Offer Career Development Pathways: help employees see clear opportunities for growth within the organization.

    • Career mapping to show potential progression paths.

    • Cross-training programs to prepare employees for different roles.

    • Leadership development initiatives to build future leaders.

A sample, high-level career development progression chart for someone interested in project management; starting as an intern in 2024 and progressing to PMO director in 2033.
A sample, high-level career development progression chart for someone interested in project management
  • Create a Culture of Lifelong Learning: foster an environment where learning is valued and encouraged.

    • Recognize and reward employees who acquire new skills.

    • Dedicate time for training during working hours.

    • Encourage collaboration and knowledge sharing among teams.


  • Engage in Industry-Wide Collaboration: collaborate with competitors, trade associations, and non-profits to address industry-wide skill shortages. Pooling resources and knowledge can lead to broader systemic improvements.


  • Support inclusive hiring practices to bring in untapped talent:

    • Actively recruiting from underrepresented groups.

    • Providing mentorship and sponsorship programs.

    • Creating an inclusive workplace that supports diverse backgrounds and experiences.

    • Supporting flexible work to allow for individuals of all backgrounds and situations to thrive.


A woman works from home with her cat nearby
  • Adapt to Future Trends: stay ahead of emerging trends by investing in forward-looking skill areas such as:

    • Green technologies and sustainability.

    • Artificial intelligence and machine learning.

    • Digital transformation and automation.


By adopting these strategies, employers can not only help close the skills gap but also build a more resilient workforce prepared for future challenges. These efforts also strengthen employee engagement and loyalty, making companies more competitive in the long run.


Resources for Job Seekers to Close the Skills Gap: Continuous Learning Opportunities

Adults sit at classroom style tables and engage in continuing education

To stay competitive, job seekers can engage in continuous learning through the following platforms and resources:


  • Coursera: Offers courses in fields such as data science, cloud computing, and project management, often in partnership with top universities.


  • edX: Provides access to high-quality courses and certifications in areas like AI, sustainability, and business analytics.


  • LinkedIn Learning: Features a wide range of professional development courses, including leadership, technical skills, and software training.


  • Udemy: A flexible option for affordable courses in coding, digital marketing, and other growing fields.


  • Khan Academy: Focused on foundational knowledge in STEM and other core disciplines.


  • Skillshare: Geared towards creatives, with courses in design, video editing, and more.


  • Professional Certifications: Consider certifications like CompTIA (IT), Google Analytics, or PMP (Project Management Professional) to demonstrate expertise in your field.


How Level is Helping


At Level, we specialize in connecting job seekers with employers who are ready to invest in talent. By understanding the unique needs of both parties, we’ve helped bridge the gap for numerous industries, from technology to manufacturing. Through tailored solutions, we empower job seekers to develop their skills and assist employers in identifying candidates who bring both the expertise and the drive to succeed.


The road ahead is challenging but not insurmountable. By embracing skills-based hiring, fostering continuous learning, and staying adaptable, we can collectively turn today’s challenges into opportunities.


Ready to address your hiring needs or explore new career opportunities? Contact us today and let’s bridge the gap together.


A group of professionals sit at wooden tables listening to a speaker
LevelUp Conference Columbus, Ohio; May 5, 2023

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