Last month, I shared some interesting research done by the Migration Policy Institute regarding the role of immigrants in our workforce. In their research, they discovered that through 2035, it is projected that all growth in the working-age population will come from immigrant-origin adults.” (Navigating the Future of Work) “Immigrant-origin adults” refers to first and second-generation immigrants.
Looking into the future, as companies grow, they are going to need to pull from the immigrant-origin population. This demographic is known to be hard-working, dedicated, and loyal to the companies that employ them. However, they do face many challenges, such as not speaking English well. Also, many individuals in this group have lower educational attainment. Because of these limitations, immigrant-origin adults typically work in entry-level positions.
What the Changes Mean for Companies
As companies look toward the future there are a few things to pay attention to:
So what can you do now to prepare for this shift in the workforce?
Train your current workforce.
Prepare your existing workforce now to fill the positions that you expect to need in the future. Offer soft skills training, leadership training, language training, and technical skills training. If you can invest funds in building up the skills of your workforce, you will be able to move entry-level employees into higher-skilled positions when their roles change based on automation.
An Example
Let’s say Company A recognizes that the labor shortage is not going away. The demographic of their employees has continued to shift, and they are seeing more skills gaps than they did before. So, they decide to provide basic skills training for their employees. They provide language training, technical skills training, and leadership training. It’s become harder and harder for them to fill entry-level positions, so when they have the chance, they purchase a new automated system that eliminates the jobs of ten employees. That takes care of the five positions they couldn't seem to keep filled. The other five employees have been trained and are ready to move into more skilled positions that are now required for managing the new system and handling the increased business/production. Plus, these employees are already familiar with the company and are excited about the way the company has invested in them and provided this opportunity for them to grow.
Company B, on the other hand, takes a different approach and provides no training for employees (other than executive and leadership positions.) They continue to struggle to find employees. Finally, they decide to implement a new automated system to take the place of ten entry-level positions, all of which they have been struggling to keep filled. The five who were currently there, are laid off. Then, they start a search for five more skilled employees to manage the new system and the increased business/production. It takes a while and the individuals they finally hire will take a few months to become integrated into the company and at least a year to really understand the company processes.
The cost Company B incurred in the process of hiring and training the five new employees will be higher than the amount Company A spent to train their entry-level employees. Plus, Company A has created a better workplace culture and gained loyal employees.
Training entry-level employees now really is an investment into your future workforce. And it’s setting your company up to be able to grow despite the changes that are already coming to the workforce.
If this is overwhelming to you,
reach out to us. We can help you evaluate the skills gaps of your current workforce and help you create a plan for training your employees so you are prepared for the future!
Workplace Talent Solutions helps companies stabilize their workforce and impact their communities by successfully hiring and employing immigrants, refugees, and those who don’t speak English well. They provide businesses with high-quality Workplace English classes. They provide Cultural Diversity training for leaders and supervisors. They will customize their material to fit the needs of employers. They offer HR Consulting services for companies and organizations that hire individuals who don't speak English well. They will evaluate hiring, onboarding, and training practices and make recommendations on ways to better accommodate employees who don't speak English.
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