attracting top talent: why upskilling is important.

Have you considered why upskilling is important to your business success? According to a Randstad-Ipsos survey, only 35 to 40 percent of Canadian workers (white collar and blue collar, respectively) are satisfied with their training and career development opportunities. These rates are lower than the overall job satisfaction rates for both blue and white-collar workers.

Furthermore, around one-third of workers would consider changing jobs for more career advancement opportunities. These numbers may be startling, but it shouldn’t be surprising that today’s workers prioritize training and upskilling.

Firstly, the shifting job market demands continuous skill development, enabling workers to pivot and thrive in new roles. Secondly, automation and technological innovation are transforming industries in the digital age, making it essential for workers to acquire new technical skills. Finally, employee satisfaction tends to be higher when business leaders invest in professional growth.

To attract new talent and retain your existing workforce, investing in a strong training program is vital. In today’s competitive job market, businesses that prioritize employee career development will stand out.

Our research has revealed two primary areas — skill development and career growth — that employees deem important when it comes to upskilling.

skill development

According to our research, blue-collar workers are less satisfied with the training opportunities available to them at work. Only 41 percent of blue-collar men and 38 percent of blue-collar women are satisfied.

For white-collar workers, the stats paint a similar picture. Only 45 percent of white-collar men and 33 percent of white-collar women are satisfied.

Younger workers seem to be slightly more satisfied with the training opportunities at their workplace. Among 18 to 24-year-olds, 48 percent of blue-collar workers and 39 percent of white-collar workers are satisfied with their training options.

This data shows employers still have a long way to go to ensure both women and older workers have access to company-wide training and upskilling programs.

Our research has also identified five major components of a skill development program that today’s employees want.

1. on-the-job training

Both blue and white-collar workers consider on-the-job training as the most important component of a skills development program. This type of program is most meaningful to blue-collar workers aged 45 and over, with 55 percent prioritizing this training. Workers are looking for programs, such as mentorships and job shadowing, that will help advance their skills and career progression.

2. retraining

Our research shows that both blue and white-collar workers are concerned about losing their job to automation. To ensure their skills remain relevant, 39 percent of blue-collar and 42 percent of white-collar workers want their employers to offer some type of retraining or upskilling program. This type of training benefits both employees and employers, making it a win-win opportunity.

3. educational discounts

Educational discounts, including for online courses, hold greater appeal for blue-collar workers. Our survey found 27 percent of blue-collar respondents value this benefit, compared to 23 percent of white-collar workers.

4. tuition reimbursement

Tuition reimbursement, on the other hand, is more important to white-collar workers (31 percent) than blue-collar workers (17 percent). Helping employees pay for continuing education allows them to expand their skill set. Ultimately, this adds value back into the company.

5. language training

Bilingual (French-English) employees are highly sought in nearly every industry in Canada. Unsurprisingly, blue and white-collar workers consider language training to be a vital component of a skills development program. In fact, 15 percent of blue-collar and 13 percent of white-collar workers consider language training to be an influential part of the job offer.

career advancement

When it comes to career advancement, there is less consensus. Instead, employees’ desire for career growth is based on individual goals and objectives. What our research does show is that only 39 percent of blue-collar workers and 35 percent of white-collar workers are currently satisfied with career advancement opportunities in their workplaces.

As with training programs, women are significantly more likely to be dissatisfied with the career advancement opportunities available in the workplace. In fact, only 34 percent of women are satisfied with the career development options at work. This compares to 40 percent of men in blue-collar jobs and 46 percent of men in white-collar jobs.

For employers, these factors mean a one-size-fits-all career development program will prove ineffective and do little to drive workers’ satisfaction. Instead, employers should encourage managers to discuss personalized career development plans with workers, helping them find internal opportunities aligned with their future goals.

Based on our research, there are four prime benefits that employees are looking for when it comes to career development:

1. improved salary within 6 months

According to our research, over one in three blue and white-collar workers want to know they will have access to new positions with an increased salary within at least six months of hiring. These can be both lateral and vertical job opportunities. The important part is for new hires to know there are exciting work opportunities to grow their salary base within the company.

2. access to promotion opportunities within the first year

Today’s employees not only want the ability to improve their salary. They also want to know they can grow their careers within the company. This factor is more valuable to white-collar workers, where 41 percent want access to promotion opportunities within at least the first year of employment, compared to 32 percent of blue-collar workers.

3. ability to move into leadership roles

Our research also shows that employees want the opportunity to move into leadership roles as they grow their careers. Women working in either blue or white-collar positions prioritize this benefit significantly more than their male counterparts.

4. gain experience to further future career

According to our survey, nearly one in five employees in both blue and white-collar roles want to gain experience, either with the employer or in their role, that they can take with them if they change jobs.

why upskilling is important for business growth

Understanding what employees really want can help your company build a comprehensive skills development and career advancement program that attracts top talent. By developing specialized skills within your workforce, you can drive business growth, improve employee retention and foster a culture of expertise and innovation.