<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1509222356040859&amp;ev=PageView&amp;noscript=1">

Complete this form to request your access to the platform.

Ensure a Positive Candidate Experience When Hiring Contingent Talent Remotely

As digitization, coupled with the global pandemic, propels contingent hiring online and with more individuals relying on employer reviewer sites to evaluate businesses, delivering a positive[...]

March 10, 2021

Read More
All Posts

How Digital Learning Platforms Help Power Talent Acquisition Ecosystems

Today is Halloween, and I have a scary story for you. According to research from Boston Consulting Group (BCG), which examined talent supply-and-demand data across 25 major economies, the “global workforce crisis” we’ve been hearing about could take hold by 2030. In fact, we could see significant labor shortages in several regions. In others, a surplus. As Paul Sawers wrote in Flipboard, “This imbalance has opened the doors to a number of initiatives that seek to plug shortages in the domestic U.S. market by scouting overseas.” One of the best solutions involves training our people today for the skills of tomorrow. Digital learning platforms, integrated with recruiting ecosystems, could do the trick -- while giving us our treats.

Academic Alternatives

As we noted in June, when we discussed the importance of alternative educational models, the issue of learning has become more complex. Today’s talent need to acquire practical skills as transformations in digital technologies and white collar work occur. The dual academic models popular in Europe, organizational leaders have discovered, are ideally positioned to address this fresh batch of challenges, and we can absorb much by studying these alternative education systems.

More companies are beginning to partner with trade schools, tap into alumni employees as mentors, and rely on the power of virtual environments. To remain strategic, business leaders would do well to rethink the weight placed on educational requirements and develop alternative sources of learning. Fortunately, there are plenty of options.

Pursuing a college diploma is not always right for each person. Some students have no desire to pursue academics; they instead hope to learn trade skills. This problem at home is further complicated by the inability of schools to meet the demands for qualified candidates. According to the 2017 World Top 20 Report, the United States lags behind 19 other countries in terms of academic quality. The polling results indicate that the new government’s drive to defund public schools and invest in private or charter institutions could have devastating effects.

Beyond these complications, schools can’t always offer programs targeting the skills needed by the workforce. They struggle with limited capacity, obsolete educational models, declining standards and an alarming trend among students of shifting away from hard skills disciplines like engineering and science. In fact, the Bureau of Labor Statistics (BLS) projects that 60 percent of the new jobs created over the next decade will require skills possessed by only 20 percent of the current workforce.

In many cases, educational institutions can’t predict what skills will be critical from one year to the next -- and that’s the rapid rate at which technology evolves today. Implementing new programs and curriculum takes even longer. If universities can’t match the pace of developing business solutions, will these students build the skills they’ll need to thrive in their upcoming vocational roles?

This is precisely where tech pioneers like Steve Wozniak, one of Apple’s original founders, are paving new ground through digital learning.

Digital Education for the Digital Age

On October 13, Wozniak issued a press release announcing the launch of Woz U. Sawers explained the initiative in Flipboard:

The Woz U digital institute is initially launching as an online-only affair and promises to deliver a “new approach” to education for tech industry jobs. For now, the curriculum focuses on training for computer support specialists and software developers (.Net, JavaScript, Ruby, Java, and Python), but it will later expand into other facets of the STEM realm, including cybersecurity, mobile apps, and data science.

“Our goal is to educate and train people in employable digital skills without putting them into years of debt,” explained Wozniak in a press release. “People often are afraid to choose a technology-based career because they think they can’t do it. I know they can, and I want to show them how.”

Initially, Woz U will provide rudimentary offerings designed to train people and get them working quickly. This is the intersection where trade schooling and talent acquisition converge: digital learning.

”The business will expand to multiple platforms over time, including Woz U Enterprise for technology companies seeking to recruit and train directly through a subscription-based curriculum or on-site programs,” Sawers explained. “There will also be a K-12 Woz U Education facet aimed at school districts to encourage young people to pursue a career in the tech industry.” Eventually, Wozniak will seek to evolve the offering into Woz U Academy, which would encompass one-on-one instruction for greater levels of engagement.

The Digital Workforce and the Digital Classroom

The transformative growth of Massive Open Online Course (MOOC) programs continues to make strides. Educational analysts are recognizing the ability of MOOCs to turn the expensive and somewhat exclusionary privilege of college into a low-cost, on-demand and universal experience. Staffing industry experts have also discovered that MOOCs are rising to create new frontiers in sourcing, engaging and hiring STEM talent with brand-name certifications and degrees.

In fact, some staffing leaders are capitalizing on the full power of MOOCs by designing internal courses that address the skills their clients seek. Specialized classes for individual businesses deliver a powerful way to entice talent. People looking to work at specific companies will naturally be more inclined to complete courses tailored to those organizations. Those agencies already offering free or low-cost classes using MOOCs are attracting quality candidates and enhancing their skills prior to placement. We’re living in an employment era where the mantra has become “hire for fit, train for skills.” Digital learning, when combined with staffing curation, epitomizes that philosophy. It increases supply, ensures quality, expedites screening and engagement, and serves as a compelling selling point to hiring managers.

More organizations are taking MOOC degrees seriously. Current studies indicate that the knowledge acquired from online learning is just as valuable, comprehensive or relevant as from traditional college courses.

As we mature our own talent acquisition platform at Crowdstaffing, we are incorporating every element that can turn a currently fractured marketplace into a unified ecosystem. For the first time in history, we are witnessing a massive decoupling of talent producers, consumers, and buyers. Talent are beginning to view employers as clients, and those organizations are looking at workers as service providers.

In a genuine ecosystem approach, people will transition through agencies, clients and opportunities. But a functional talent ecosystem still can’t ensure that clients will have access to the best candidates on the market. Incorporating skills development resources, ongoing learning systems, and other aspects of MOOCs into the platform can ensure that people are prepared to meet the changing demands of tomorrow’s roles.

There are more people leaving the workforce right now than entering it. And this is particularly evident as older generations reach retirement age. When they depart, they will take a vast trove of knowledge and experience with them. Progressive business leaders have a prime opportunity to overcome the challenges by developing digital educational programs that will produce the next batch of the brightest talent while enhancing the capabilities of current workers.

Casey Enstrom
Casey Enstrom
Casey is one of the staffing industry’s household names, specializing in sales and operations leadership. He brings extensive knowledge of business development and sales strategies, predictive analytics, leadership, and human capital solutions. Prior to Crowdstaffing, Casey served as the Vice President of Technical Sales, North America, for a Fortune 1000 staffing firm.
Post a comment

Related Posts

Ensure a Positive Candidate Experience When Hiring Contingent Talent Remotely

As digitization, coupled with the global pandemic, propels contingent hiring online and with more individ...
Crowdstaffing Mar 10, 2021 9:30:00 AM

How is COVID-19 Shifting the Hiring Trend from Local to Globally Distributed?

Due to the accelerating effects of COVID-19, Hiring Marketplaces are uniquely positioned to support new m...
Crowdstaffing Feb 17, 2021 2:13:34 PM

How Hiring Marketplaces Improve Cost Transparency

Benefit from a hiring marketplace’s optimal pricing strategy where you can adjust rates at each requisiti...
Crowdstaffing Jan 21, 2021 8:29:00 AM