by Apolis Published Feb 06, 2019

A January 2019 survey by Staffing Industry Associates ( claims that “when it comes to hiring, more firms are reporting shortages of skilled labor.…..with 53% of survey respondents reporting shortages of skilled labor at their firms. That’s up from 47% in the October (2018) survey, and the highest percentage since October 2000.”

At Apolis, we’ve noticed this trend among our own IT staffing clients as well, and are committed to helping them manage through the shortage and beyond.

Unfortunately, the trend is only going to continue for the foreseeable future. With highly skilled job classifications such as IT professionals, engineers and scientists growing at an all-time high, accepting the shortage and creating a solution is the industry’s only option.

Step One – Managing Current Resources

Why not start by taking care of the internal resources you already have at this level, limiting or reducing turnover, and allowing time for the influx of new graduates to permeate the professional workforce? Once those new grads are available, it will help reduce the lingering skills shortage. In the meantime, you’ve helped stabilize current resources as you await new ones.

Step Two – the Role of Local Employers in Skills Training

Next, look to local employers for assistance. Recently, one of our clients in Central California ran a summer internship program for students interested in furthering their IT skills. Candidates received valuable training in a professional work setting, a win-win for students and employers alike.

Step Three – Look To Community Colleges

Last, encourage community colleges to offer more classes related to two-year work-study programs based on professional skill sets. Allow for more flexible class times at a reduced rate to attract those put off by heading to a four-year institution.

Stay tuned for more tips and tricks from Apolis on how to navigate the skilled labor shortage in 2019.

By Michael Follin,
Senior Vice President, Sales

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