<p>While current unemployment rates have improved since the peak of the pandemic, there are still <a href="https://www.bls.gov/news.release/empsit.nr0.htm" data-gc-link="https://www.bls.gov/news.release/empsit.nr0.htm" target="_blank" rel="noopener noreferrer">over six million unemployed job seekers </a>in the U.S. today. This fact, coupled with the ever-increasing demand for talent in tech and other popular industries, makes many of us wonder, <strong>"why are so many 'qualified' people unable to find a job?"</strong></p>
<h2>The Skills-to-Experience Deficit</h2>
<p>Unfortunately, many candidates are up against the longstanding mindset that on-the-job experience is the only way to qualify someone for an open job opportunity. They complete multiple relevant certification courses in their desired field yet continue struggling to convince potential employers that they are qualified for a job.</p>
<p>The <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">talent deficit between skills and experiences</a> doesn't just make the job hunt frustrating for candidates; it also leads to missed opportunities and hiring delays for employers. They may spend upwards of six months searching for that perfect "unicorn" candidate&mdash;the one who brings on-paper certifications, a mountain of real-world experience, and a stellar work ethic to the table. Everybody wants to find that one new hire who will hit the ground running with virtually zero training or ramp time.</p>
<p><strong><em>But what if this candidate burns out after a few months? Or what if they never existed in the first place? </em></strong></p>
<p>In truth, most employers' unicorn candidate doesn't exist, or at least, not in the way they're imagining. The qualities that set employees apart don't typically show up on a resume, and character traits like persistence, determination, responsibility, and a positive attitude can go a long way. Employees who look great on paper but have a horrible attitude or no motivation won't benefit your company in the long run.</p>
<p>So, how can employers <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">give job seekers equitable opportunities</a> and improve their employee talent development? It all starts with changing the way hiring professionals view building talent pipelines and the stories we are living by.</p>
<h2>Myths About Employee Talent Development</h2>
<h3>1. We can't hire someone without experience because we don't have a training program.</h3>
<p>Even the most experienced employees will need to be trained and onboarded into your company's specific operations. Plus, the candidates without a ton of formal job experience have likely <a href="https://www.careercircle.com/blog/post/upskilling-in-progress-3-steps-for-highlighting-your-proactivity-before-youre-fully-certified" data-gc-link="https://www.careercircle.com/blog/post/upskilling-in-progress-3-steps-for-highlighting-your-proactivity-before-youre-fully-certified" target="_blank" rel="noopener noreferrer">completed several relevant projects through upskilling</a> and certification courses. The tactical job functions and hard skills they'll need are much easier to train than the intangible things that make your employees great.</p>
<p>And for every moment an open role isn't filled, you are negatively impacting your ability to get a new product to market. You might have altered your decision criteria if you had known then what you know now. For example, if you had known a role was going to sit unfilled for six months, you could have hired a less experienced employee and trained them in the time you spent searching for someone who with more on-the-job experience.</p>
<h3>2. We should have a four-year degree requirement for every job.</h3>
<p>A four-year degree is extremely valuable, and there are certainly some roles where it's necessary for success. However, it's worth evaluating why organizations like Google and Apple have transitioned away from this requirement and what doors a similar transition may open for your organization.</p>
<p>In addition to historically low unemployment rates, the pace of technology is changing rapid y. Have you considered that the technology a student learns in their first year could be obsolete by the time they graduate? What is it about a four-year degree that you value, and is there another way to test if a candidate has aptitude beyond the degree?</p>
<p>As you refine your qualification criteria, look for other ways to assess each candidate's skills, proficiency, or knowledge in core job functions. You may find that someone who's been <a href="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" data-gc-link="https://www.careercircle.com/blog/post/upskilling-yourself-for-tomorrows-economy" target="_blank" rel="noopener noreferrer">recently upskilled in their field</a> has more relevant knowledge than someone who achieved a degree years ago, especially if they haven't had any employee talent development or continued learning opportunities.</p>
<h3>3. Candidates without experience in our field won't bring enough value to our workforce.</h3>
<p>The often-overlooked candidate isn't always someone looking for their first job with limited career experience. Veterans, women returning to the workforce, and candidates looking for a career change often face adversity when applying or interviewing for jobs with a rigid list of qualifications.</p>
<p>These candidates' raw technical skills might be new, but their contribution to the workforce is extensive. How does your organization value the work they have done against the roles currently available?</p>
<h2>Changing How Employers Qualify Talent</h2>
<p>Most salary bands and job descriptions reflect years of experience and degrees as their foundation. Moving away from this approach will take hard work. It will ask employers across industries to rethink what it means to be qualified</p>
<p>Rather than evaluating candidates based solely on their resume or previous job experience, we encourage you to <a href="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" data-gc-link="https://www.careercircle.com/blog/post/rethink-qualified-creating-a-more-well-rounded-workforce" target="_blank" rel="noopener noreferrer">see them as people</a> and consider the 360&deg; view of who they are. Look at the skills, passions, and motivations that will make them a long-term asset to your company.</p>
<p>Consider how to adjust salaries and identify the employee talent development models you'll use to help new hires gain the experience they need. As you refine your hiring practices, consider questions like:</p>
<ol>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What do you value in a new hire, and how do you validate those strengths?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">In addition to performance on coursework for technical skills, what assessments would you consider for soft skills and aptitude?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What is the makeup of your current team? How could you integrate someone with less practical experience?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">Can you create programs like apprenticeships and <a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" data-gc-link="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener noreferrer">returnships</a> to support employee talent development and your hiring goals at the same time?</li>
<li data-gc-list-depth="1" data-gc-list-style="ordered">What is the risk of not exploring new strategies to build talent pools for your organization?</li>
</ol>
<p>Your answers to these and similar queries will help you identify the most valuable assets new hires can bring to your organization and how to measure those assets before, during, and after the hiring process.</p>
<h2>Connect the Dots with CareerCircle</h2>
<p>At CareerCircle, we believe it's time to change how the industry evaluates talent. Our candidate resources help us <a href="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" data-gc-link="https://www.careercircle.com/blog/post/advocacy-in-action-what-is-the-opportunity-divide-in-the-workforce" target="_blank" rel="noopener noreferrer">bridge the opportunity divide</a> in the workforce. On the flip side, our holistic talent pipeline support solutions help employers rethink what it truly means to be qualified for a role.</p>
<p>Together, these elements <strong>connect the dots between deserving candidates and great employers</strong> who are willing to champion equitable hiring in their operations.</p>
<p>Are you interested in filling your talent pipeline with recently upskilled candidates who will bring immeasurable value to your organization? Download our free talent pipeline checklist to get started.</p>

The talent deficit doesn't just make finding a job hard; it also leads to missed opportunities and hiring delays for employers.

Changing the Way the Industry Views Employee Talent Development

The talent deficit between skills and experiences doesn't just make the job hunt frustrating for candidates; it also leads to missed opportunities and hiring delays for employers.

Rethink Qualified: Changing the Way the Industry Views Employee Talent Development

<p>Every time you hire a new employee, you're investing in the ongoing success of your company. But sometimes, finding the ideal fit for each open role is much easier said than done. If you have trouble finding qualified, motivated candidates, you aren't alone. Seventy-five percent of hiring managers <a href="https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%20Skills%20Gap%202019.pdf" data-gc-link="https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM%20Skills%20Gap%202019.pdf" target="_blank" rel="noopener noreferrer">credit hiring challenges to skill shortages</a> in their applicant pools.</p>
<p>Fortunately, these skill shortages don't necessarily mean that the right candidate doesn't exist. Instead, perceived talent shortages often tie back to how employers source, evaluate, and hire employees.</p>
<p>Rather than using resumes or years of experience as penultimate qualifiers for a job applicant, employers should open opportunities to candidates with non-traditional qualifications, such as the candidate's recent completion of an upskill course in their field or industry.</p>
<p>But what exactly does that mean? And how do employers benefit from recently upskilled hires instead of those with a lengthy track record of success?</p>
<h2>What is Upskilling?</h2>
<p>Employee upskilling is the process of learning a new professional skill or advancing an existing one. It typically involves an <a href="https://www.careercircle.com/courses" data-gc-link="https://www.careercircle.com/courses" target="_blank" rel="noopener noreferrer">online training course</a> with a certification or award upon completion.</p>
<p>Upskilling gives working professionals the opportunity to <a href="https://www.careercircle.com/blog/post/acing-the-modern-workplace-how-upskilling-promotes-personal-career-development" rel="follow">get certified in relevant skillsets</a>, ramp up in a new industry, or expand upon their existing technical skills. It also enables them to evolve their skills alongside new technologies and industry-specific best practices.</p>
<p>On the other side of the aisle, upskilling allows potential employers to evaluate candidates on acquired skills and performance instead of their limited work history or the experience listed on their resume.</p>
<h2>How Does Upskilling Benefit Employers? </h2>
<p>Employee upskilling gives candidates a chance to advance their careers and increases employers' odds of bringing the right talent into open roles.</p>
<p>Sourcing recently upskilled talent isn't a nice-to-have hiring tactic. In fact, the practice is quickly becoming a necessity to <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">improve recruiting efforts</a> and source qualified employees with in-demand skills.</p>
<p>Here are several reasons your organization should consider hiring recently upskilled candidates:</p>
<h3>1. Gain access to a larger talent pool.</h3>
<p>Upskilling is an invaluable tool for professionals without extensive experience in their desired field. When employers provide upskilling opportunities to underserved communities, like veterans and workforce returners, they're equitably expanding the talent marketplace. This means driving more qualified, diverse candidates into your talent pipeline.</p>
<p>Rather than limiting yourself to candidates who've been in the industry for a while or those with a robust resume, you can connect with upskilled candidates to expand your reach and bring new talent to your organization. You might even take it a step further by working with talent partners to <a href="https://www.careercircle.com/blog/post/equity-in-hiring-introducing-careercircles-employ-1000-challenge" data-gc-link="https://www.careercircle.com/blog/post/equity-in-hiring-introducing-careercircles-employ-1000-challenge" target="_blank" rel="noopener noreferrer">provide upskilling opportunities</a> and scholarships to underrepresented groups.</p>
<h3>2. Bring new perspectives to the team.</h3>
<p>Employee upskilling can bring an array of perspectives and experiences to your workforce. Perhaps their experience as a stay-at-home parent gave them unparalleled multi-tasking skills, or they excelled in teamwork during military service that could revolutionize the way your teams work together.</p>
<p>More than their unique skills, these employees will also bring new perspectives and diverse backgrounds to DE&amp;I, culture, and team morale discussions. It's easy to get lost in the corporate shuffle and get used to "the way things have always been done." <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" data-gc-link="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener noreferrer">Improving thought diversity across your organization</a> can help you rethink your approach to people operations and address any conscious or unconscious biases that exist amongst your employees.</p>
<h3>3. Add motivated, teachable employees to your workforce.</h3>
<p>Employee upskilling is a great way to learn relevant skills and earn impressive certifications in their target industry. But more than the specific accolades they earn, candidate upskilling experience reflects an <a href="https://www.careercircle.com/blog/post/learnability-todays-it-factor" data-gc-link="https://www.careercircle.com/blog/post/learnability-todays-it-factor" target="_blank" rel="noopener noreferrer">ability to learn new skills</a> that will benefit their career, and your organization, over time.</p>
<p>Staffing based on technical skills alone can lead to challenges down the line; it&rsquo;s much easier to upskill a passionate employee than it is to retain an unmotivated one. As an employer, you can feel confident that your upskilled new hires are teachable, trainable, and can take direction from other working professionals. What's more, their willingness to upskill demonstrates motivation and work ethic, which means they'll likely perform well in their new role and take advantage of any continued learning or development opportunities you send their way.</p>
<h3>Connect with Qualified Candidates Through CareerCircle</h3>
<p>CareerCircle's <a href="https://www.careercircle.com/employers/signup" data-gc-link="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener noreferrer">online platform</a> is designed to help candidates upskill while simultaneously connecting employers with qualified talent.</p>
<p>We provide candidates with career development resources, upskilling courses, and professional tools that enable their career growth and align their skillsets to employers' needs. By partnering with leading brands like Google and Salesforce, we offer job seekers unique learning experiences in data science, cybersecurity, full-stack development, and other in-demand fields.</p>
<p>From there, our recruiters support your staffing and recruiting needs by carefully vetting each of our member candidates and connecting you with the professionals who best align with your technical requirements, company culture, and immediate hiring needs. We holistically support your talent pipeline, from <a href="https://www.careercircle.com/blog/post/the-power-of-partnership-how-staffing-agencies-promote-equitable-workforce-development" data-gc-link="https://www.careercircle.com/blog/post/the-power-of-partnership-how-staffing-agencies-promote-equitable-workforce-development" target="_blank" rel="noopener noreferrer">workforce planning</a> to job placements and every step in between.</p>
<p>Ready to see how CareerCircle can support your long-term talent development needs?</p>
<p><a href="https://www.careercircle.com/employers/signup" data-gc-link="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener noreferrer">Join the CareerCircle platform</a> for free to start connecting with diverse, recently upskilled candidates in your field.</p>

Skill shortages don't mean that the right candidate doesn't exist. It often relates to how employers source, evaluate, and hire employees.

How Employee Upskilling Helps Employers Grow Their Workforce

Skill shortages don't mean that the right candidate doesn't exist. Instead, perceived talent shortages often relate to how employers source, evaluate, and hire employees.

Connecting Candidates to Careers: How Employee Upskilling Helps Employers Grow Their Workforce

<p>*<strong>UPGRADE IN PROGRESS</strong>* -- CareerCircle platform upgrades will occur between Monday June 27th 10PM Eastern Time through Tuesday June 28th 4AM Eastern Time.&nbsp; The system may be intermittently unavailable during this timeframe.&nbsp;&nbsp;</p>

<p>*<strong>UPGRADE IN PROGRESS</strong>* -- CareerCircle is upgrading its capabilities and as a result the system may be temporarily unavailable as we bring new capabilities and infrastructure online to better serve our members.&nbsp; <span style="text-decoration: underline;">If you receive an error during this timeframe please bear with us as we're working to improve our system and you may need to retry that operation at a later time.</span>&nbsp; &nbsp;</p>

staffing

2

Articles

Rethink Qualified: Changing the Way the Industry Views Employee Talent Development

Connecting Candidates to Careers: How Employee Upskilling Helps Employers Grow Their Workforce

Tags