Skills Gap Concepts, Introduction

skills gap interview


Many job applicants have not had an easy time in the competitive hiring process. There are many reasons for this, and they can be understood by browsing through the different skills gap concepts.

In some instances, the competition is so high, that entire classes of applicants have not been considered. For example, consider the unemployed candidate. Unemployment or underemployment can result for a variety of reasons. However, despite a plausible and potentially fair explanation, this type of candidate is often avoided. It is more likely that a candidate will be selected, from a lineup of candidates, which have had the opportunity to not face periods of unemployment. The unemployed job candidate is often thought of as lacking the job skills and experience necessary for success. Arguments in this line of thinking, suggest that there is an overall worker supply problem, rather than a demand problem. Let’s elaborate a little bit on these ideas. Let’s explore the validity of these claims, or at the very least, offer some balancing viewpoints that are not often discussed.

We all have heard of many places around the world that suffer from high levels of unemployment. It has often been suggested that the unemployment statistics are not accurate, that they are in fact much higher in reality. Even within such a context, we hear stories of employers who struggle to fill vacant positions within their organizations. Obviously, operating an organization with vacant position is inefficient in that it requires other workers to pick up the slack, and this is unsustainable and unproductive. The reasons for the vacancies which are often cited, include things such as; lack of qualifications or experience from job candidates, lack of education, faulty educational programs, lack of real world soft skills, lack of real world technical skills, unfair wage expectations, lack of a desire and will to move for work purposes, and so on. In short, it is claimed that the educational institution or that the applicant has not done something necessary to meet the present day standards. Is this true? Have entry-level applicants missed something in their planning and personal development processes? Or could it be that there are unusually high demands along with a statistically implausible to succeed hiring process model placed on some of these applicants? Certain relevant concepts will be explained, including;

circular demands
why experience is not required
the fall in recruitment intensity
the reasons for the slow hiring process
the fall in training as an investment
the mechanical hiring process
the credentials race
the educational system is not at fault
the answer, opening up the system
the apprenticeship system
the cost of moving is too high
the limited wages
choosing the overqualified instead of the qualified
why students educational choices show they are responding to labour needs
why the educational system is not at fault


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