Cultivating a Highly Trained Workforce: How Small Businesses Can Do Their Part

November 10, 2017 | Companies put employees first, enhance work life Iacovos Zachariades, President and CEO, Global Reach,

In the world of web design, development and online marketing, technologies and practices change rapidly, requiring that we constantly evaluate new needs, expand our skill sets and add qualied expertise to our staff. There must be adequate training opportunities available and a strong interest present among potential applicants to achieve that.

As a company that’s been in business for over 20 years, we’ve identified a few ways to ensure job seekers in our community are provided the opportunity and incentive to begin a career in the web industry. Here are some tried and true tips:

Keep Tabs on Internal Needs

Stay in the know about changes taking place in your industry, as well open positions needing to be filled. Are there gaps in expertise within your staff? Communicate these needs to nearby high schools and community colleges. Keeping them updated on the required training programs or certifications gives them the opportunity to prepare and implement programs that will enable applicants to excel in your field.

Get Involved in Curriculum Development

Reach out and partner with high schools or community colleges and offer your firsthand expertise on the skills that will adequately prepare students for a role in your company. By helping shape the curriculum, students are more likely to get the proper training and education, cultivating qualified applicants for your specific job openings.

Generate Interest and Provide Mentoring and/or Internship Opportunities

Business leaders can make themselves available to provide mentoring opportunities to students in relevant majors. Generate interest by volunteering to visit and speak to classrooms, making students aware of the demand for careers that exist in your field. Offer internships to give students hands-on experience, while also getting an idea of their capabilities.

Drive Incentive via Tuition Assistance or Other Continuing Ed Benefits

Offering employees flextime for training or initiating onsite education opportunities can help attract job prospects and further educate current employees with goals to advance. Consider enacting a tuition reimbursement program to motivate current employees and make sure your staff is aware of the potential salary increases awarded to those attaining higher education or additional certifications.