Employers are evaluating and modifying existing hiring policies and recruitment process in response to both national and local legislative changes across the nation. While some regulations impact wages or screening processes, others have a direct impact on migration and educational enrollment trends which provide employers with forward-looking indicators to support local workforce planning.
The unemployment rate in the United States is at its lowest since October 1969, and though this is, on one hand, a good thing it is also highlighting the widening skills gap in this market for entry- to mid-level positions across various industries. This pressure is driving the trend of investment in the existing workforce by organizations seeking to upskill and train already engaged talent.
There may also be more registered apprenticeships in the future which allow employers to essentially customize the skills of the emerging workforce while employing low-cost skills for entry-level positions immediately. Other organizations are reaching outside of their local candidate pools to engage the remote workforce and source the desired skills from candidates who can work remotely. These investments coupled with non-wage incentives and other benefits (such as increased parental leave) are aimed at driving workforce engagement and retention.