In recent years, industry and academic experts have pointed to a staggering skills gap rate in Arizona’s workplace. Too many unfilled or poorly qualified candidates are filling despite the extended vacancy announcement. This is in contrast to positions being quickly displaced by trained college graduates. Representatives from various universities have spoken about the problem, including what they think is causing it and what they think universities are doing to close the skills gap.

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Ian Rourke, Vice President for Workforce Development and Innovation Pima Community Collegebelieves the lack of support for higher education options with less than four years of planning is a major cause of the talent gap.

Pointing to research compiled by the National Skills Federation, Rourke said jobs requiring skill sets that do not require a high school diploma or above, but not a four-year degree, and jobs with sufficient skills to perform them. It reveals that there is a gap of about 5% between the number of people This is in contrast to jobs at both ends of the skill level. A job has either an excess of workers at the bottom, or an equal amount of workers at the top.

“What community colleges have long offered and specialized is now increasingly needed by employers, and people in this country are starting to realize that,” Rourke said. “[A four-year degree] It’s not the only way to move up, nor in our history has it always been the only way to keep wages and find opportunities. ”

Built for the future

Rourke identified social pressure as contributing to the lack of proper infrastructure. “For decades, if he didn’t choose to go to a traditional four-year college, he was kind of looked down upon. I think we have systematically addressed this skill gap. increase.”

Roark also has issues with many employees’ “do it once” approach to skills training. Rourke says it’s unsustainable, partly because certain occupations are becoming less desirable due to modern technologies such as artificial intelligence. There is a shortage of fresh talent due to the historically low birth rate. And the pandemic has displaced workers who were unable to retrain quickly and find other occupations.

“People need education and training throughout their lives, especially when changing careers,” says Roark as an example of further skills training.

Shimara Mizell, Director of Human Resources Operations Arizona State University (ASU) noted that ASU’s skills gap in enterprise technology stems from individuals untrained in the field seeking jobs in the field, and highlighted the need for skills training. I repeat.

“Many of our jobs require either some form of formal education, or a combination of education and experience. It’s difficult to do,” she said. I will explain.

Mizell said workers realized during the pandemic that their skills were portable and they didn’t have to work wherever they were offered jobs. “I think that has opened up a lot of opportunities for employees and left a lot of gaps for those of us who need those skills. “We are competing in the competition,” she says.

Pandemic impact

Karen Plessi, Governor Northern Arizona University (NAU) also noted that the pandemic is fundamentally changing the hiring process. Echoing Mizell’s opinion, she said she believes that during the pandemic there will be fewer restrictions due to geographic location, which will open up a wider range of opportunities for graduates.

“Several [graduates] There are some constraints, such as geographic location or family circumstances, such as having to stay in a particular community or simply having an interest in staying in a particular geographic location,” she says. I used to pursue career opportunities. ”

Roark added, “We have to realize that many people want education and training, but they don’t have all the support they need to make up for those challenges. ‘, he added, citing reasons why someone might not seek further education. “The factors that keep people away from education and training include lack of childcare, lack of transportation, or being in low-paying jobs that barely make a living. It’s not an option for us, because then we have to choose which bills to withdraw or not to make ends meet for a particular month.”

Rourke believes the solutions Pima Community College is taking to close the gap will help. “Get [non-workforce participants] Getting back into the workforce requires creative solutions such as apprenticeships and micro-pathways offered by PCCs like Pima Fast Track. ”

Employee skill up

Mizell said there are upskilling programs available for those who want to work in enterprise technology. “At Enterprise Technology, we have created a program called the Upskilling Program, with entry-level positions that require no experience or education. I am finding opportunities to develop my skills in and place myself in that field.”

Pouliesi notes a project NAU was working on to ensure that graduates could find jobs.

“We are in the midst of a project called 100% Career Ready, a short-term, real-time check to see if all bachelor’s and master’s degree programs are performing well in line with future career paths. “Our graduates pursue it,” she says.

Pouliesi also said NAU wants all students to graduate with pre-professional experience, ideally an internship. Beyond that, the university is looking for other ways to give students work experience that doesn’t require a semester or full-time, she said, which she explained would be difficult for some students. .

Even before the pandemic, fewer students were entering college with experience, Pouliesi added.

Roark said Pima Community College’s employer partners are contributing to people’s engagement with the workforce. “In my nearly 20 years of human resource development, I have never seen this level of commitment on the part of employers willing to shoulder some of the cost, time and effort of partnering with us. is not.”

Employer help

Roark said some employers will even pay employees to attend college on time to capitalize on the skills they have acquired.

Christine Whitney Sanchez, ASU’s chief cultural officer and Mizell’s colleague, said that when it comes to enterprise technology, ASU itself continues to upskill its workforce.

“We have offered our employees the opportunity to pursue a master’s degree in information systems management and have just had our first students complete the course. It has been very successful,” said Sanchez. increase.

Sanchez also said the solution has helped retain employees in an increasingly competitive market.

Roark applauds the collaborative efforts of the Pima chapter of ARIZONA@WORK. “At Pima Community College, we work closely with ARIZONA@WORK Pima County, a branch of the local civil service system. It is the fundamental foundation to ensure that the services of other partners are also provided to offset some of these challenges.”

Noting that the NAU has invested in expanding health workers and behavioral health programs with state support, Pugliesi said the pandemic has disrupted health care delivery and created a need for more health workers. pointed out.

Rourke believes more work is possible and the involvement of other groups is needed to ultimately fill the gap.

“If we can increase the amount of coordination between universities, social service agencies, local and state governments, and employers, not just the amount of funding, we can understand these dynamics and actually engage workers creatively and proactively. We will be able to provide a comprehensive solution, leveraging media education and training that could make a big difference in labor force participation,” he concludes.