Re-evaluating Your Organization's Skill Gaps
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Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce? Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn: - The factors that could be contributing to your skill gaps, and how to find and address the root causes - How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations - How to start uncovering your organization’s skill gaps with a formal assessment - How to use modern training methods to bridge skill gaps by upskilling your workforce
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Re-evaluating Your Organization's Skill Gaps
- 2. Presenting Today Katie Miller Marketing Specialist BizLibrary
- 5. Poll Question bizlibrary.com | YOUR ONLINE LEARNING PARTNER 5 What factors are contributing to your skill gaps? A.Employee attitudes B.Lack of qualified applicants C.Technology D. Other (type in group chat)
- 6. In this webinar, you’ll learn bizlibrary.com | YOUR ONLINE LEARNING PARTNER 6 - The factors that could be contributing to your skill gaps, and how to find and address the root causes - How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations - How to start uncovering your organization’s skill gaps with a formal assessment - How to use modern training methods to bridge skill gaps by upskilling your workforce
- 7. So, are you ready to find and close your organization's skill gaps?
- 8. Main Reasons “Nearly a third of employers say the main reason they can't fill roles is a lack of applicants.” Lack of Applicant Job Description Re-evaluate 1. The job description itself 2. Get current employees advice and do research
- 9. What are some other factors that could be contributing to your skill gaps? bizlibrary.com | YOUR ONLINE LEARNING PARTNER 9
- 10. Are your education requirements more stringent than they need to be? bizlibrary.com | YOUR ONLINE LEARNING PARTNER 10 REQUIRE BACHELORS DEGREE 67% WORKERS WHO HELD A BACHELOR’S DEGREE 16%
- 11. Other factors that could be contributing to your skill gaps bizlibrary.com | YOUR ONLINE LEARNING PARTNER 11 POORLY STRUCTURED INTERVIEWS ARE WAGES TOO LOW?
- 12. bizlibrary.com | YOUR ONLINE LEARNING PARTNER 12 Other factors that could be contributing to your skill gaps LOCATION RELUCTANT RETIREES PASS DRUG TESTS SKILLED CANDIDTATES
- 13. Are your talent expectations realistic?
- 14. The reality that learning is for the life bizlibrary.com | YOUR ONLINE LEARNING PARTNER 14 - Partnerships with vocational schools and colleges - Build relationships with these schools and programs and offer internships.
- 15. 80%Of many Fortune-500 companies interns are hired on as entry-level employees.
- 16. Hire for attitude and ability to learn bizlibrary.com | YOUR ONLINE LEARNING PARTNER 16 SKILLS & EDUCATION TEMPERMENT GOALS ATTITUDE
- 17. “You don’t hire for skills, you hire for attitude. You can always teach skills.” - Simon Sinek
- 18. Which skills are must-haves? bizlibrary.com | YOUR ONLINE LEARNING PARTNER 18 Adjusting the requirements on your ATS “67percent said they don’t feel like they have to settle for a candidate without the perfect qualifications.” 2013 Career Advisory Board
- 19. Are your assessments appropriate? bizlibrary.com | YOUR ONLINE LEARNING PARTNER 19
- 20. How can a formal assessment help? bizlibrary.com | YOUR ONLINE LEARNING PARTNER 20 ORGANIZATIONS CONDUCT NEED ASSESSMENTS 56% 68% SAY THEY WERE HIGHLY OR VERY HIGHLY EFFECTIVE
- 21. bizlibrary.com | YOUR ONLINE LEARNING PARTNER 21 How can a formal assessment help? Poorly conducted needs analyses can lead to training solutions that train THE WRONG COMPETENCIES THE WRONG PEOPLE THE WRONG LEARNING METHODS https://www.xperthr.com/how-to/how-to-conduct-a-training-needs-analysis/6716/
- 22. bizlibrary.com | YOUR ONLINE LEARNING PARTNER 22 The results of a training needs analysis provides the employer with answers to the following questions • What is needed and why? • Where is it needed? • Who needs it? • How will it be provided? • How much will it cost? and • What will be the business effect? How can a formal assessment help? https://www.xperthr.com/how-to/how-to-conduct-a-training-needs-analysis/6716/
- 23. Internal Evaluation bizlibrary.com | YOUR ONLINE LEARNING PARTNER 23 • Decide whether you’ll evaluate on an individual or team level, or both. • Make sure to get managers on board with this process • Use a well-defined rating scale that gives consistency across skill levels and the level of importance of each skill for the role.
- 24. A rating scale example to assess the importance is one like the following bizlibrary.com | YOUR ONLINE LEARNING PARTNER 24 How Important Is This For Successful Job Performance? 1= Not at all 2= A little 3= Somewhat 4= Considerable 5= Extremely
- 25. 25 25% of a person’s long-term career success was attributed to technical skills.
- 26. How does modern learning help fill gaps efficiently? bizlibrary.com | YOUR ONLINE LEARNING PARTNER 26 SAY LIFELONG LEARNING IS IMPORTANT 82% 40% REPORT THEIR EMPLOYERS DON’T PROVIDE UPSKILLING OPPORTUNITIES Randstad Workmonitor survey (Q3 2017)
- 27. “There are many things companies can do to help their employees upskill and prepare for jobs of the future. It is in a company’s best interest to help their people grow in their profession or into leadership roles…” - Michelle Prince
- 28. Characteristics of modern learning bizlibrary.com | YOUR ONLINE LEARNING PARTNER 28 INTRUCTOR-LED AND ONLINE TRAINING LARGE LEARNING LIBRARY ONLINE, ACCESSIBLE WHENEVER VIDEO-BASED, MICROLEARNING REINFORCEMENT TOOLS
- 29. How to become a learning organization
- 30. How to become a learning organization bizlibrary.com | YOUR ONLINE LEARNING PARTNER 30 Learning Agility & Learning Adaptability
- 31. Learning Agility & Learning Adaptability bizlibrary.com | YOUR ONLINE LEARNING PARTNER 31 “[When] it comes to learning, the organization’s role is to create the environment and systems to allow employees to constantly learn and relearn.” – Deloitte, 2017 Global Human Capital Trends
- 32. Benefits of a learning organization bizlibrary.com | YOUR ONLINE LEARNING PARTNER 32 MORE LIKELY TO BE FIRST TO MARKET 46% MORE PRODUCTIVE 37% MORE PREPARED FOR FUTURE DEMANDS 58%
- 33. Key Takeaways bizlibrary.com | YOUR ONLINE LEARNING PARTNER 33 • The factors that could be contributing to your skill gaps, and how to find and address the root causes • How to re-evaluate what a “qualified candidate” is, in order to create more relevant and realistic talent expectations • A great place to start uncovering your organization’s skill gaps is with a formal assessment. • Modern training methods can bridge the skill gaps, by upskilling your workforce
- 34. Questions?
- 35. Identify Your Skill Gaps Video Course From our producer partner, Vado, this is part three of an eight video lesson course, “Building your Career.” This course will help you perform a skill inventory to help you proactively prepare for a career move and increase your chance for future success. By completing this course, you will know how to identify your current skills and capabilities and determine what gaps exist. Building Your Career
- 36. Developing B-Players Into Top Performers: This is part 4 of 6 in the Developing B-Players Into Top Performers” video series! This lesson will help you look at your organization, your leadership, your recruiting practices, your tasks and your culture in order to know where you are limiting employees, and where you can improve in order to motivate better efforts. Organizational Examination Comes First
- 37. Let us know through the poll if you’d like a free demo of BizLibrary’s online course collection. www.bizlibrary.com/demo Try out these video lessons and more!
- 38. Thank you for attending! Katie Miller Marketing Specialist BizLibrary
Notas del editor
- Presenter Bio: Katie Miller is a marketing specialist with BizLibrary who facilitates and creates educational and engaging webinars geared toward human resources and learning and development professionals. She conducts research and works with subject matter experts to ensure the BizLibrary audience is receiving the most relevant and up-to-date content possible.
- BizLibrary is dedicated to HR and learning professionals, focused on providing the best and most complete online training solutions. Our training content engages employees of all levels, and our learning technology is a dependable and progressive catalyst for achievement. Armed with our expert Client Success and Technical Support teams, clients are empowered to solve business challenges and impact change within their organizations. We make working with us easy and aspire to be your online learning partner. To learn more, visit us at bizlibrary.com! Enough about us, we’d like to go ahead and get things started here. Katie, if you’re ready to go, we’re ready when you are! ____________________________________________________
- Thanks Mike! Can everyone hear me? Awesome. It’s great to be here! Today we are talking about skill gaps. Which is something that most companies have or will experience, and the many factors that could be contributing to your skill gaps. An article from Forbes reported that around 10,000 baby boomers are retiring every day, and millennials are steadily taking over the workforce. Generational change in the workforce is thought to be known as one of the most common factors of skill gaps. We will dive into this and other factors of skill gaps throughout the webinar, but first let’s start off with a poll to gauge the impact that your skill gaps are having on your organization currently.
- What factors are contributing to your skill gaps? Employee attitudes Lack of qualified applicants Technology Other (type in group chat) Alright, let’s look at the results……
- Thanks for participating in the poll! During the webinar today, we are going to discuss the following: The factors that could be contributing to your skill gaps, and how to find and address the root causes How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations How to start uncovering your organization’s skill gaps with a formal assessment How to use modern training methods to bridge skill gaps by upskilling your workforce
- So, are you ready to find and close your organization's skill gaps? Many talk about this scary nationwide “skills gap” epidemic, and it becomes very clear that the easy way out for many companies is to seek someone to blame for creating the problem. What takes more effort, but yields a much more desirable result, is to take responsibility for what you can do to fix the issues in your organization. Once you've figured out how to bridge your own skill gaps, you can extend what you've learned to others, creating positive changes for your community and for society at large. Let's look at the some factors that could be contributing to your organization's skill gaps. Starting first, with lack of applicants.
- About % of you said that lack of applicants is your main concern when it comes to skill gaps. And that fits right along with research we found from Manpowergroup who said that “nearly a third of employers say the main reason they can’t fill roles is a lack of applicants.” so we understand that it is a main concern. Now, let’s break this down even more. If lack of applicants is your concern, then what can YOU or your company do to make sure you stay competitive in this “job seeker” market? Well, there are a few things you can do right away. First, you should evaluate how your job descriptions present the role, benefits and company culture. The job description is the applicants' first look into your company culture, make sure you are presenting your company in the correct way. Second, when you are re-evaluating the job description, do your due diligence, ask current employees and do research on why people like working in those roles and highlight those ideas in your description. - nothing makes more sense to ask the people currently doing the job, or might be in the same department on what they do day-to-day and what they like about their job. It’s also important to know what is attractive to a potential employee in the job search, things like benefits and personal development matter, but you want to create the description to match the employee that you are looking for.
- So, what are some other factors that could be contributing to your skill gaps?
- A big one, is education. An article from Forbes said that “In a typical middle skills job title such as production worker supervisor, we found that 67 percent of the job postings required a bachelor’s degree or higher; yet just 16 percent of workers already in that position held such a degree.” Be realistic when talking about education. If your employees don’t need a bachelors degree to work in their position, then don’t make it a requirement. This disconnect creates many unfilled jobs, that could be avoided.
- Are poorly structured interviews allowing unconscious bias to influence hiring decisions? If so, what are some ways to solve this? One good way is to have multiple people talk to the interviewee. If someone is not hired due to someone’s (manager, recruiter) “gut feeling” press those people harder on why they think they would not be a good fit. Ask better questions! If your wages are too low to attract those with the "right" skills and education, then it is time to re-evaluate. Economic policy institute said, “Unemployment has been at 4.1 percent since last October, but wage growth has seen no change. That is a huge disconnect created by companies that can monopolize the market and pay less for workers.” Looking at education requirements like we talked about earlier can help keep your salary offerings competitive and realistic. Also, do your research and make sure that your salary offerings are competitive. Find out if there is more money to allocate if your budget, if that position is that important – your leadership should know about it.
- Some other factors that you should considered…. Is your location incompatible with the local talent pool and the types of skills you're looking for? – one of our co-workers gave a great example in another webinar about this situation. He said that his older company was down-sizing and closed down his branch and moved everyone to the HQ. but because the HQ was in a different location then the branch, the company was having a hard time finding people that would move to the HQ location, so they ended up paying more money for people than if they just keep the branch open. Location matters! Do you have reluctant retirees who are unenthusiastic about learning new skills and unwilling or unable to step into retirement? Is pervasive drug use in your local community making it hard to find workers who can pass required drug tests? Are you looking for skills in candidates that have emerged too recently to be taught in many college degree programs? After looking at these examples, hopefully you can start to see where the root causes of your skill gaps may lie. We need to really dive into addressing the cause instead of only the symptom.
- Now, that we understand the factors that could be behind our skill gaps – it is time to look into our talent expectations, are they realistic?
- The reality that learning is for life is very important to understand in order for you to close your organization’s skills gaps, why? Because building partnerships and relationships with vocation schools and colleges creates a potential employees first look into your company, through an internship. Internships have proven to be very beneficial to a company and their recruiting efforts. -
- In fact, according to the balancecareers.com, “Many Fortune-500 companies retain over 80% of their interns as entry-level hires.” That means your recruiting department will have to spend less time in hiring entry level positions, which many know, can end up being a cause of retention issues down the road. Because entry level positions are some of the highest turnover rates throughout a company. So, what can a company focus on to bring in the best people for entry level or higher up positions to help close the skill gaps?
- Rather than looking for only new hires with the perfect combination of skills, education, temperament, goals, and attitude, look for the latter three. Temperament, goals and attitude are the three that are more indicative of success in the role. Then you can train for the skills they need.
- Business.com did a study on hiring for skills and education vs. attitude and the results are very clear. Skilled and experienced employees with rotten attitudes fail quickly. Unskilled and inexperienced employees with excellent attitudes succeed in the long run. Here's some stats from the study..... 46 percent of new hires will fail within 18 months. Only 19 percent of new hires will succeed over the long term. Of those that don’t last, a full 89 percent lose their jobs due to something involving their attitude or personality (lack of coachability, poor emotional intelligence, poor motivation, or a bad temperament.) Only 11 percent of new hire failures lose their jobs due to technical incompetence. https://www.business.com/articles/hiring-for-attitude-over-experience-what-the-numbers-show/ Like Simon Sinek said, “you don’t hire for skills. You hire for attitude. You can always teach skills.” You may be thinking, but there are so many important skills, that I’m afraid we don’t have time to teach the employees everything….. Well, let’s take a look at what may be causing you to think that your employees need to have all of these skills to be competent. (AKA skill gaps)
- Two questions that your should ask yourself when looking at your applicants. 1. Which skills are must-haves? Adjusting the requirements on your ATS Experts looking at the impact of ATS cite them as part of the problem with perceived skill gaps. In a 2013 Career Advisory Board survey of 500 U.S. hiring managers, Cait Murphy said, “67 percent said they ‘don’t feel like they have to settle for a candidate without the perfect qualifications.’ So if they don’t find the white elephant, they will keep hunting – even though there are willing elephants ready to do the job. Don’t let you ATS hinder you from finding the right candidate, remember not everything can be seen on paper.
- And question #2 Are your assessments appropriate? Seth Robinson, Senior Director of Technology Analysis at CompTIA, offered this example in an article with HR Dive: “In the software development space, it’s very common to have a whiteboard interview — a candidate comes in and an engineer says, ‘here’s a problem, can you code [the solution] on a whiteboard?’ This measures a candidate’s coding skill and ability for quick thinking. However, in the job, an employee is more likely to develop code while sitting at a desk, in a group, with more time to think, meaning a white board interview could weed out a perfectly skilled candidate due to an unrealistic job expectation.” Making sure that you are giving your employees appropriate assessments is very important to the success of your recruitment efforts and finding the right match for the company, and that can be done with a formal assessment.
- How can a formal assessment help? According to the “Needs Assessments: Design and Execution for Success” whitepaper by ATD, only 56 percent of organizations conduct needs assessments. But for those who do them, 68 percent said they were highly or very highly effective.
- Poorly conducted needs analyses can lead to training solutions that train: The wrong competencies The wrong people The wrong learning methods.
- The results of a training needs analysis provides the employer with answers to the following questions: What is needed and why? Where is it needed? Who needs it? How will it be provided? How much will it cost? and What will be the business effect? So, how can you develop a formal assessment?
- One way is to start with an internal evaluation. Internal Evaluation Decide whether you’ll evaluate on an individual or team level, or both. Make sure to get managers on board with this process, since they will have the best idea of what skills their team members need and already have. Use a well-defined rating scale that gives consistency across skill levels and the level of importance of each skill for the role. Let’s take a look at an example of a successful rating scale.
- Example: A rating scale example to assess the importance is one like the following: How Important Is This for Successful Job Performance? 1 = Not at all 2 = A little 3 = Somewhat 4 = Considerable 5 = Extremely And don’t forget to grant soft skills like communication, leadership, conflict resolution, the weight they deserve – don’t leave them out, especially for supervisor and manager roles.
- What is the Importance of soft skills? In research conducted by the Carnegie Melon Foundation and the Stanford Research Institute, Fortune 500 CEOs reported that only 25% of a person’s long-term career success was attributed to technical skills. The rest was determined by soft skills. In a world where less and less face-to-face communication happens, soft skills are becoming less practiced, but more important to an organization’s success. Source: The Hard Truth about Soft Skills. Within your assessment, don’t create a static definition of each role – think forward to what will be needed in the future, so you can start building in those skills now. Once you have data in hand from your assessment, you can make informed decisions about where you’ll have to hire outside talent, and where it makes more sense to fill gaps by providing training for the talent you already have.
- How does modern training help fill gaps efficiently? Your employee training program can either be a drain on resources, or it can be a power player in solving business challenges. The determining factor is whether you approach it as fulfilling employer needs or employee needs. A survey by Randstad workmonitor, reported that 82% of employees said that lifelong learning is important, but nearly 40% reported that their employers do not provide any upskilling opportunities. When it comes to modern training, it is important that both the employer and employee are in mind.
- Michelle Prince, the global head of learning and development at Randstad, stated, “There are many things companies can do to help their employees upskill and prepare for jobs of the future. It is in a company’s best interest to help their people grow in their profession or into leadership roles…”
- So, what are some characteristics of modern learning? well-crafted blend of instructor-led and online training A large learning library that provides a central location of curated, high quality content Online, accessible whenever and wherever Video-based, microlearning Reinforcement tools – we forget about 90% of what we learn in a few days, so reinforcing the content is equally or if not MORE important to the success of your employees learning.
- How can you become a modern learning organization?
- Learning Agility and Adaptability If your goal is to bridge skill gaps in the short term AND stay ahead of them in the future, then your training strategies need to embody learning agility and adaptability. Learning agility – secret weapon, the ability to learn effectively from past experiences and apply those lessons to new situations. Learning agility is emerging as a key competency of employees of forward-thinking organizations.
- Learning Agility and Adaptability [When] it comes to learning, the organization’s role is to create the environment and systems to allow employees to constantly learn and relearn. – Deloitte, 2017 Global Human Capital Trends Learning adaptability – like a chameleon, the learning environment is constantly changing. We must learn how to adapt and learn. Having learning agility and learning adaptability are both important in creating a learning culture at your organization.
- Why should you strive to achieve a learning culture? Benefits of a learning organization: According to Bersin by Deloitte, learning organizations are: 37% more productive 46% more likely to be first to market 58% more prepared for future demands
- So, let's wrap things up here: Our key takeaways for today The factors that could be contributing to your skill gaps, and how to find and address the root causes How to re-evaluate what a “qualified candidate” is, in order to create more relevant and realistic talent expectations A great place to start uncovering your organization’s skill gaps is with a formal assessment. Modern training methods can bridge the skill gaps, by upskilling your workforce When you offer opportunities for employees to take charge of their learning and development, the effort to bridge skill gaps will be less of a daunting task. With modern training methods and doing a formal assessment, your organization can shift from struggling with skill gaps to staying ahead of the learning curve. That’s how you become an industry leader to be reckoned with.
- Okay everyone, go ahead and keep sending those questions over through group chat or Q&A. While you’re doing that, I’m going to share some of our recommended resources with you from the BizLibrary Collection.
- Our first resource I would like to share with you is part 3 of the 8 lesson video series “building your career” by our producer partner Vado. This course will help you perform a skill inventory to help you proactively prepare for a career move and increase your chance for future success. By completing this course, you will know how to identify your current skills and capabilities and determine what gaps exist. This is available in the BizLibrary Collection.
- Our second resource is a video lesson Developing B-Players Into Top Performers: Organizational Examination Comes First This is part 4 of 6 in the Developing B-Players Into Top Performers” video series! This lesson will help you look at your organization, your leadership, your recruiting practices, your tasks and your culture in order to know where you are limiting employees, and where you can improve in order to motivate better efforts. Again, these resources are available in the BizLibrary Collection.
- You can try out these video lessons and courses by scheduling a demo with BizLibrary – all you need to do is click that you’re interested in the poll I’m going to leave up here during questions. BIZLIBRARY DEMO: https://bit.ly/2PNVFCd Alright, Mike did we have any questions come in? __________________________________________________ COPY IN QUESTIONS
- So we want to give a big thank you to Laura for presenting with us today and thanks everyone for attending! Have a great day!