Bridging the Skills Gap: Preparing Future Talent for the Workforce

The COVID-19 pandemic disrupted the U.S. public education system, resulting in unprecedented setbacks for students. When quarantine measures were taken, schools were closed abruptly and indefinitely, requiring the rapid introduction of remote learning environments. Teachers adapted curriculums on the fly, often leading to inconsistencies and gaps in instruction, and the stress drove many experienced teachers to leave the profession. Students were often disengaged with remote learning and were increasingly absent. An Education Recovery Scorecard report found that students in third through eighth grade lost half of a grade level in math achievement and a third of a grade level in reading achievement between 2019 and 2023. For 13-year-old students, math scores dropped by nine points in the 2022-2023 school year, and reading scores dropped by four points, according to a National Assessment of Education Progress report. In only three years, decades of learning gains were lost; math progress regressed three decades, and reading achievement fell to levels not seen since 1975. 

The chaos inflicted by the pandemic also disrupted other fundamental elements of K-12 education. When quarantine forced students into remote learning environments, opportunities for collaboration and interpersonal communication—the essential components of “soft skills” considered critical for success in the workplace—were hindered, if not eliminated entirely. The result was a generation of students who missed out on a variety of experiences that would have prepared them for the world of work.

Learning Loss and the Future Talent Pipeline

As learning loss persists in classrooms, the impact on students will only worsen without intervention. Unfortunately, the current public school system is not designed to reverse this damage. Despite a return to the classroom, today’s students increasingly rely on technology and AI shortcuts that reduce their active engagement with learning tasks, preventing them from practicing essential soft skills such as problem-solving.

“The product of education is not just the acquisition of knowledge, but also the process of learning and the development of critical thinking skills,” says Thomas Howell, co-founder and director of New York City-based tutoring network Forum Education. Howell likens school to a gym, emphasizing that just as physical training requires effort and discipline, so does the cultivation of critical thinking skills.

But Howell sees some evidence of learning recovery in core subjects today. Howell explains that tutoring, specifically “high-dosage tutoring,” has been identified by most school districts and the executive branch as a tried-and-true solution to mitigating learning loss. However, most families can’t afford private tutoring, which means their children can’t take advantage of one of the most common and effective tools for combating pandemic learning loss.

This raises a crucial question: How will these students compete as they enter the workforce talent pipeline? Given the example of an average 13-year-old student in middle America, “I’m not terrified about the final outcome for that student in 10 years,” says Howell. “It gets scarier at the margins.”

Skills-Based Hiring Challenges in the Workforce 

Whether the future talent pipeline is properly equipped to enter the workforce is not only a societal issue, but also a significant concern for businesses that will soon look to employ these individuals. 

According to SHRM’s 2024 Talent Trends report, 75% of organizations struggled to fill full-time positions in the last year. Given that there are upwards of 8.7 million open jobs in the U.S., this problem can be attributed to emerging professionals facing both technical- and power-skill-based roadblocks to entering the workforce.

Here’s why technical skill roadblocks are a big deal:

• The Talent Trends report found that in 2023, skilled trade positions were the second most difficult positions to recruit for, with 46% of HR professionals reporting that these roles were “very difficult” to fill. For organizations experiencing recruitment challenges, the report finds that over one-third of HR professionals attribute these difficulties to a lack of candidates with the right technical skills. 

Soft skill roadblocks can be just as significant:

• As artificial intelligence and automation shape the business landscape, the ability to analyze and interpret information, question assumptions, and make informed decisions has become essential to employers. According to SHRM, 77% of HR professionals report that critical thinking is a top skill they seek in emerging professionals. Yet less than one-third of employers believe recent graduates possess the critical thinking skills needed to enter the workforce.  

Addressing Workforce Readiness Challenges with Apprenticeship Programs

Business leaders can develop and retain a diverse pipeline of qualified talent through Registered Apprenticeship Programs (RAPs). These programs can be used to address skills gaps and ensure workers are adequately prepared for the workforce.

RAPs are structured, work-based learning programs that combine hands-on training with classroom instruction. These programs involve partnerships between employers or educational institutions and students, and they equip students with the skills necessary to enter a specific field—not just the traditional trades. Today, RAPs are offered across various industries, including technology, cybersecurity, and health care. 

As students and employees, apprentices can acquire technical skills and develop soft skills, such as problem-solving and communication, through hands-on learning experiences. By upskilling the future workforce, employers can solve challenges in recruitment, training, and retention.

The U.S. Department of Labor (DOL) highlights significant short- and long-term benefits for employers who utilize RAPs. Here are some of the benefits you can look forward to:

• Developing a highly skilled workforce with training customized to your organization.

• Improving employee productivity, company profitability, and your bottom line.

• Increasing employee retention and reducing turnover liability to lower costs.

• Fostering a diverse and inclusive culture and demonstrating an investment in your community.

Today, businesses with apprenticeship programs are experiencing significant advantages in hiring and retaining qualified talent. While many organizations have struggled to find skilled workers amid the nationwide talent shortage, nearly 80% of organizations that offer registered or customized apprenticeship programs reported that these programs have been somewhat or very effective in mitigating talent shortages, according to the SHRM Talent Trends report.

Organizations are also seeing success in retaining talent from the apprenticeship pipeline: The DOL reports that 90% of apprentices continue employment after completing RAPs.  

Key Policy Interventions for Student Recovery and Talent Shortage Solutions

“To alleviate the impacts the pandemic had on students, we must implement comprehensive policy interventions that address both immediate needs and long-term recovery,” says Emily M. Dickens, chief of staff and head of government affairs at SHRM. “This includes expanding access to technology and mental health resources, supporting academic remediation with a focus on soft skills, which SHRM calls ‘power skills,’ and ensuring equity in educational opportunities.”

Addressing the skills gap driving the talent shortage in the U.S., several policy interventions supported by SHRM advocate for apprenticeships and encourage the skills-based preparation of students and displaced workers. These interventions include: 

• Reauthorization of the Workforce Innovation and Opportunity Act (WIOA): Modernized WIOA legislation would wisely invest in the nation’s workforce development infrastructure through state and local employer-led workforce development boards. The current iteration of the proposed reauthorization includes enhancements to career and training services for low-income adults, opportunity youth, and dislocated workers. It also expands the Eligible Training Provider List to include employer-led and industry or sector organizations that provide industry-recognized licenses and certifications.

• National Apprenticeship Act of 2023 (NAA): Modernizing the NAA is a strategic investment in the U.S. workforce, incentivizing the expansion of apprenticeship programs into emerging sectors critical to our economy. A growing number of organizations have expressed interest in launching “earn and learn” programs to enhance the education-to-employment pipeline and increase access to high-quality talent. SHRM urges efforts to modernize and reform the NAA to include support for expanding programs in high-demand industries where traditional apprenticeships are not widely available.  

Across the country, states are considering legislation to provide internships, pre-apprenticeships, apprenticeships, and similar opportunities to students and others seeking to enhance their skills. In 2024, SHRM supported two bills introduced in California to strengthen the education-to-employment talent pipeline:

• AB 2179: Enacted by Gov. Gavin Newsom in July, this law raises awareness of apprenticeship programs and technical education courses. It requires school districts to provide parents or guardians of students in grades 11 and 12 with information on local apprenticeship programs at the beginning of the semester or quarter.

• SB 480: This bill, which failed to advance out of the California State Assembly, would have created a pilot program allowing high school students to participate in either a youth apprenticeship program or a career and technical course—instead of a visual arts, performing arts, or foreign language course—for two years of their education.

Apprenticeships in Action: ALPLA’s Innovative Approach

In sourcing qualified talent and trying to stay competitive, businesses cannot only rely on public policy to address the issues surrounding the talent pipeline. Instead, there are actions they can take today to build a skilled workforce of their own. 

“We’ve ultimately recognized that talent development and retention is becoming less about molding the employee to fit the needs of the business, and more about aligning a business’s interests with those of the employee,” says Mirna Morcos, regional human resources director at ALPLA North America. “Companies will need to take a more active role in matching employee capabilities to business needs and developing skill sets accordingly.”

Plastic packaging solutions provider ALPLA North America is investing in its business and community through its paid, three-year apprenticeship program. Aimed at high school graduates and young adults who have expressed interest in long-term manufacturing careers, the program addresses regional labor challenges through upskilling and reskilling the emerging workforce.

ALPLA has invested $15 million in a learning and development hub in Iowa City, Iowa, furnished with equipment, workstations, and simulation machinery. At “The Hub,” trainers  facilitate the technical training of the emerging workforce and equip current employees with the skills they need to grow in their role or another functional area. 

Apprentices will spend 70% of their time working at ALPLA, and they’ll spend the other 30% earning their free Associate of Applied Science (AAS) degree from Kirkwood Community College. ALPLA apprentices receive the same benefits as all other ALPLA employees, including a 401(k), health care, and relocation opportunities. 

“At ALPLA, we aim to provide a platform for vertical, horizontal, and even global mobility,” adds Morcos. “We believe that this culture creates an expansive environment for the employee to grow and meet their personal and professional goals.” 

This combination of theoretical and practical learning equips emerging talent with both the technical and soft skills needed for on-the-job experiences. Through ALPLA’s investment in this program, the company serves as a model for organizations looking to obtain—and retain—high-quality talent.

Empowering Future Talent: The Importance of Apprenticeship Programs for Business Success

Apprenticeship programs offer businesses a path to investing in both their futures and the futures of the emerging talent pipeline. For businesses looking to establish programs like ALPLA’s, SHRM offers these practical tips to get started:

• Align with Strategic Workforce Planning: Apprenticeship programs should be tied to long-term workforce strategies. Use apprenticeships to build internal talent pipelines—especially in roles where external hires are challenging to find or retain.

• Collaborate with External Partners: Consider collaborating with educational institutions and government agencies to help structure programs, find apprentices, and secure potential funding through grants or tax incentives. 

• Design Programs with Progression and Continuous Learning in Mind: Ensure that apprentices have opportunities for career development. These may include opportunities for ongoing development beyond the apprenticeship program, promotions to take on more complex responsibilities, and pathways to permanent roles. 

The education challenges of the pandemic will not impact all organizations equally, nor will the solution come from just one source. But by taking steps now to build the talent pipeline of the future, leaders can create lasting strategic skill advantages.

Learn more about SHRM’s advocacy in workforce development.