"I Don’t Need another Piece of Paper”, Developing Workforce Training With the Employer at the Table

"I don't need another piece of paper, I need a job."

Early on in my work at Goodwill of Western New York, I heard a frustrated member of our community express those exact words. There's so much truth in that short sentence, and unfortunately, it reflects the reality for many of the people we serve.

Many have completed various programs, acquired certificates, maybe two or three or more, only to realize that the organizations with job openings weren't necessarily looking for the specific certificates they held. Call it a mismatch or a missed opportunity, but whatever you call it, understand that it's a devastating blow to those who need guidance and support the most.

Even worse, each certificate earned without finding a job slowly drains the hope out of a person. When hope diminishes, we only perpetuate the cycle of underemployment, leaving individuals merely surviving, not thriving.

I do want to acknowledge that there are many incredible advanced workforce training programs across the country and also here in our own backyard.

Right here in Western New York a great example is Northland Workforce Training Center , which offers excellent industry-driven training and permanent employment opportunities in advanced manufacturing and energy careers. It's a fantastic program backed by solid data proving its effectiveness. However, it's not a one-size-fits-all solution, and it can't fulfill all the needs of our local employers in these sectors.

As we strive to provide opportunities for those who have been largely left behind in the past while meeting the growing needs of employers, we must recognize that the demand for training has never been higher. With significant hiring needs, workforce gaps, low unemployment rates, and many individuals in our communities stuck in low-wage jobs, we need to step up and do more.

There's a growing gap in our country's workforce ecosystem, leaving many employers struggling to fill higher-paying entry-level positions with good pay, benefits, and clear upward career paths. To tackle this challenge, we need to engage a broader spectrum of individuals. The question then becomes: What is the right training for this broader group?

If we're going to create an environment where people can lift themselves out of poverty, we must acknowledge that not everyone is ready or able to complete an advanced program immediately. Over 90% of our potential program participants stress that they need a job now.

Picture a world where hiring employers easily fill positions, where all our neighbors experience equitable economic mobility, and where underemployed individuals connect with higher-paying careers. To achieve this, we must carefully design and present workforce training initiatives.

We must continuously ask ourselves: Are the skills we're teaching aligned with the needs of employers? And not just any employers, but specifically tailored to those with the jobs of the future.

Here's a pathway forward that strategically helps under-resourced communities whose residents would benefit from training leading to higher-paying career pathways:

1. Fill critical gaps that meet the demands of hiring employers: You won't know what these gaps are unless you have employers at the table. They can't be an afterthought; they need to be treated as equal partners. It's imperative to listen to employers as attentively as we listen to the people we train. Ask lots of questions and listen carefully to understand the skills they need from an entry-level employee. You might be surprised by their answers. Many businesses, faced with the ever-changing landscape of technology, are beginning to develop their own training programs to address their specific needs. What employers consistently seek are individuals who show up, engage, communicate effectively, solve problems, pay attention to detail, and approach their work with a customer service mindset.
2. Focus on in-demand Career Builder jobs that don't require a college degree and can lead to higher-paying career pathways: There's a long list of employers eager to hire well-prepared graduates.
3. Equip workers with the work readiness skills identified by employers as crucial for success on the job: These skills are often not technical but fundamental skills that can be taught. Unfortunately, many people lack these basic skills. Start by training individuals in these foundational skills, and technical training can follow either at the employer's facility or through existing community-based programs. Basic workforce readiness training is the foundation.
4. Ensure that workers can find jobs and advance into higher-paying career pathways: This is done by providing career fairs with real job opportunities at graduation, add multiple years of career coaching, and robust wraparound services to help individuals overcome potential employment barriers. Let's acknowledge that serving individuals who have historically been left behind may require a year or two of ongoing support to help them navigate their new opportunities and the inevitable challenges that arise as they build their early careers.

In Western New York we are committed to building a workforce ecosystem where everyone has a fair chance to succeed when the training matches the need of employers with in demand jobs. Coalitions that include both workforce development providers, as well as employers that have these career builder jobs, are increasingly pulling together to collaborate and strengthen the workforce pipeline.

By continuing to work together to we can bridge the gap and create a brighter future for all.