Employers are found bewailing over the fact of being unable to find trained candidates for the post they are looking for. One the other hand, candidates are suffering for not being employed or unable to find job. This factor is not restricted to any specific area but on a global level. The question arises here, where the link is broken between the two? And significantly, how it can be resolved?
There are various agencies such as Aim Healthcare Recruiting is trying to become a bridge between the employers and trained candidates in the field of health. It aims to provide you with best Executive Healthcare Recruiters to assist you with healthcare positions available in market. It is a recruitment agency/ firm which specialize within the long-term healthcare market. It comes up with a dedicated team of recruiters who have years of practice in healthcare recruitment, entrepreneurship and sales. Beginning to assist you with positions from mid to high level executive positions with skilled nursing and senior living, AIMHCR qualifies to be one the greatest and trained chain of recruiters and candidates.
Aim Healthcare Recruiting being a chain of seasoned Senior Living Recruiters provides trained and skilled candidates which no one else can. Moreover, being market specialists, the core attention of this recruiting agency is for North American Healthcare Market for which they offer highest quality of service and candidates for the seeking clients. This agency is equally beneficial for candidates and clients on equal level.
What is Skills Gap? Why does it exist?
Out the all the people seeking for job, 75% are suffering unemployment which mostly includes youngsters. Talking about the popular sentences commonly employers say; we are unable to find people with skills that are required for entry level work. If you observe it intensely, the problem lies with this approach. How is it possible that these two things exist together; entry level and skills?
If you take that question as the frame of the challenge, on the side of learners only one in two globally would say their education or training will find them a job. That’s quite tragic. Further, only about 35-40% said they had the information they needed to make the right decisions about what to study and how to do it.
On the side of the employer, there are a number of factors. First, employers face information vacuums when it comes to mastery of skill. We often use degrees or certificates as a proxy for mastery, but a piece of paper doesn’t necessarily mean you have the mastery of a given skill. The second issue is a data gap in the return on investment. A study done two or three years ago found less than 20% of CEOs know the ROI for their corporate learning programs. That’s a deterrent; if they knew, they would invest more. So, on both sides we’re dealing with information gaps, data gaps, and expectation gaps. Meanwhile, the pace of job creation is slower than the demand, and even when jobs are there we’re seeing high churn.
To be continued…