Employers, Workforce Professionals and Individuals
Employers are the starting point to establish a process that aligns workforce development outcomes with the needs of specific jobs to better serve individuals. A summary of this process and its impact on employers, workforce professionals and individuals follows:
Initiate or Strengthen Employers’ Ability to:
- Identify the soft skill competencies required of the job to be filled.
- Benchmark effective incumbents now performing these jobs.
- Compare benchmarked results with their initial list – they may not match – and establish which skills will be required of future applicants.
- Communicate the resulting list of competencies to workforce providers – 1-stops, CBOs, community/technical colleges and schools.
- Inform workforce developers that:
- They will specify in job-postings and job-orders the soft skills required of a position
- Applicants without evidence of required competencies may not be considered.
- Establish with workforce professionals what will constitute credible evidence of soft skill attainment.
- Meet regularly with workforce developers to receive and give feedback as to how the system is working and how it might be strengthened.
With better information, Workforce Developers’ future workers’ tasks and goals are clearer.
Enhance Workforce Professionals’ Support of Employers and Individuals by:
- Engaging local employers: LRI’s tools enable organizations to assist employers and define or benchmark the soft skills work readiness requires. Encourage employers to identify in job orders/job
postings the soft skills they require.
- Pre-assessing customers/future workers to determine the extent to which they have the skills specified by the employer. LRI’s assessment Feedback Report identifies effective skills and where development is needed.
- Referring individuals to employers when current skills match job opening requirements. LRI’s assessments also produce Interview Guides that facilitate employers’ behavioral interviews.
- Establishing development plans to remediate soft skills deficits (the gap between demand and current skills). On-line tools, workshops and curricula are available from LRI to enable faculty, trainers and mentors to build soft skills.
- Re-assessing to determine if individuals have acquired the soft skills employers require. Longer term, explore with employers the merit of credentialing all three skills (soft, academic and technical) in a single document that better defines work-readiness.
- Post-assessing to support the evaluation of training providers’ effectiveness and identify where improvement in the training outcomes are required.
Benefit Future, Dislocated and Other Workers When:
- Taking the orientation the soft skills assessment program that is appropriate to the job sought and then taking the appropriate assessment program.
- Identifying where they have strengths based upon assessment results. Remediating deficits through on-line development and activities provided locally by a CBO, 1-stop, college or other resources.
- Reassessing to document skills growth. When soft skills match the skills required, apply and bring to the interview evidence of your soft skill competencies.
- With the help of their supervisor, mentor or peers, continue to develop soft skills.
- Taking higher-level soft skills assessments to identify competencies to develop in preparation for higher-level and better paying positions.
If you would like to: Go on-line and experience video-delivered soft skills assessment; and/or
Review reports and curricula that support the development of soft skills, please contact us.