Photo / Courtesy, Synergy Workforce Solutions
John Lewis, co-founder and managing partner of Synergy Workforce Solutions
Updated: July 10, 2024
How Maine employers can bridge the skills gap and develop a workforce
By John Lewis, Synergy Workforce Solutions
In the ongoing debate about the skills gap in America, one critical aspect often goes unnoticed: awareness.
While technical training and education reform garner significant attention and investment, the real game-changer lies in raising awareness about the diverse career pathways available today and how they align to the individual candidate.
For industry, making awareness your top priority is crucial to solving the skills gap, particularly in Maine.
Change begins with awareness. Without a clear understanding of the opportunities available, students and job seekers cannot make informed decisions about their futures.
This is particularly true for high school students in Maine, who are frequently funneled toward “traditional” four-year degrees.
This path is often presented as the sole route to success, overshadowing the myriads of options that exist. By increasing awareness about different educational and career pathways, you can empower students to pursue careers that align more specifically with their interests and aptitudes and produce a greater return on investment.
The belief that a bachelor's degree is the only route to a successful career is a pervasive myth and has been around for decades. As a matter of fact, many well-paying and fulfilling jobs do not require a four-year degree. Fortunately, we are witnessing a growing trend of high school students considering pathways other than a four-year degree.
According to a recent study conducted in 2023 by ECMC Group, 66% of high school students are considering a pathway other than a bachelor’s degree. And the National Student Clearinghouse Research Center reported that enrollment in vocational (career and technical education) programs rose by 16% from 2022 to 2023, a trajectory that's continuing this year.
Jobs in Maine
The reality, greatly unknown, is the majority of jobs in Maine do not require a four-year degree.
According to the Maine Department of Labor, nearly 60% of jobs in Maine require education beyond high school but less time than a four-year degree.
Fields such as skilled trades, technical roles, and other vocational careers offer substantial opportunities, are in demand, and command high wages. Compared to the median annual wage in Maine ($47,590), the Maine Department of Labor’s Center for Workforce Research and Information reports the median wages for electricians in Maine at $61,970, HVAC technicians at $57,160 and industrial maintenance technicians at $62,990.
It’s not always about the pay, but by showcasing these options, you can broaden students' horizons and encourage them to explore and consider diverse career paths that are better suited to their talents, personalities, and ambitions.
Skilled trades, in particular, play a crucial role in our economy but are often undervalued and overlooked — until one needs to find a plumber to fix that leak in their house.
Electricians, plumbers, HVAC technicians, production workers, CDL drivers and diesel technicians, among many others, are essential for maintaining and advancing our infrastructure. Yet, these professions lack visibility and prestige, but are the victim of misperceptions, making them less attractive to the younger generation.
Elevating the status of skilled trades through targeted awareness campaigns can attract a new generation to these vital fields, ensuring that our society has the workforce necessary to support our economy. In Maine, the shortage of skilled trades workers is particularly acute.
Another significant issue is the marketing disconnect many companies face. While businesses excel at promoting their products or services, they often fall short in marketing themselves as employers. This disconnect hampers their ability to attract talent. Effective employer branding and recruitment marketing are crucial for showcasing the unique benefits and opportunities a company offers to potential employees. Effectively deploying these approaches ultimately leads to a better cultural fit for the organization and more satisfied workers.
Employer branding involves defining and promoting a company's reputation as an employer. This includes highlighting the company's culture, mission, vision and values. Recruitment marketing takes this further by actively promoting these attributes to attract and engage potential candidates. By investing in these strategies, your company can differentiate itself in a competitive job market, making you more appealing to prospective employees.
Central to effective employer branding is the Employee Value Proposition. The EVP clearly articulates what employees can expect in return for their contributions — “What’s in it for me?” — encompassing financial rewards, career development opportunities, work-life balance, and a supportive work environment. When wages are equal, a strong EVP enhances your company's appeal and can be a decisive factor in attracting and retaining talent.
Addressing the skills gap requires a multifaceted approach, but it must start with awareness. By informing and inspiring the future generation of workers about the wide array of career opportunities available, you can encourage them to explore paths that make more sense for them.
At the same time, your organization must invest in employer branding and recruitment marketing to highlight the unique benefits you offer. By closing the awareness gap, you can build a more robust and adaptable workforce, ready to meet the challenges of the future.
Making awareness your top priority is not just a strategic choice; it is an imperative. Awareness precedes change, and recognizing its pivotal role is essential in bridging the skills gap. The future generation of workers is open to other pathways beyond high school. They just need the information.
As Industry and individual employers, you are best positioned to be the catalyst for the change our culture needs. No longer should you allow others to define who you are or what it is you do. As the saying goes, “you don’t know what you don’t know."
With the growing trend of high school students considering options other than a bachelor’s degree, It is up to you to make sure they are fully informed about the opportunities you offer and present it in a way that is compelling to the individual. Only then can we truly cultivate a workforce capable of sustaining and driving our economy forward.
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