How do you address the skills gap and the changing needs of the workforce in New Hire Training?

Identifying and addressing the skills gap is like finding the missing piece in a puzzle ??. First, assess the gap using surveys, interviews, or tests to pinpoint where your new hires need a boost. Once you've got the data, prioritize the skills that align with your business goals. This approach not only enhances performance but also fosters a culture of continuous learning and growth. Remember, a well-trained team is like a well-oiled machine, ready to tackle any challenge with confidence and flair! ??

I think it's important to zero in on the "changing needs of the workforce" part of this question. The workforce is indeed changing, as more and more members of Generation Z start their careers. Gen Z has so much to offer the workplace but, as with all new generations before them, they have unique needs that must be addressed from day one on the job (or before). Assessing the skills gap therefore requires looking not only at each individual's skills gap but also understanding some of the overall "gaps" that exist with this generation as a whole. They aren't really "gaps" per se but merely different ways of learning and working that must be taken into account when planning training and onboarding.

Yes, new hire training absolutely needs to align with the business' goals but training also needs to address the key professional skills that employees at the business in question should have. In the last 15 or 20 years, it might have been safe to assume that most new hires entered the workforce with certain professional skills. However, now that we're welcoming a new generation, things are different. Some of the professional skills that your business depends on may not already be developed in today's new hires. They may need to be developed at work. Businesses therefore need to determine which professional skills are critical to meeting their goals and then provide training on those skills to new hires, as required.

Hands-on experiences and mentoring are more important than ever for today's new hires. Gen Z has a deep need to understand the why behind everything they are asked to do in their roles. Their passion for understanding meaning and the big picture is inspiring. However, this leads to a lot of questions. And a lot of questions can take up a lot of a manager's time... and time is generally not something most managers have much of to spare. So the onboarding plans for today's new hires must account for this explanation of why and provide means for them to easily get those answers. Some of the "whys" can be explain in synchronous training settings but others can be more on-demand. Consider in-person or virtual mentors, peer support systems, etc.

Gen Z employees don't have a lot of experience in receiving constructive feedback in their lives. Due to shifts in parenting styles, the education system, extra curricular activities, and society in general, this generation has been shielded from many opportunities to learn from their mistakes. This was well-intentioned but the result is that they are not accustomed to being wrong and, therefore, to receiving feedback. But feedback is an important part of the workplace (and of life and growth) and, as such, new hires must be taught how to receive feedback and managers must learn the nuances of giving feedback to employees of this generation. Gen Z new hires want to learn and grow and do well so tackling this challenge is very much worth it.

As you build this out, seek feedback from the people who will be using it: your new hires. It would be terrible to invest time and money into a new platform only to have it not be intuitive or relatable to the people you build it for. Do research, including through focus groups or test groups to ensure you are on the right path.