Companies across industries are facing the same problem: they can’t find and keep the workers they need. Whether it’s manufacturing, healthcare, tech, or logistics, the struggle to fill roles with qualified talent has become a major barrier to growth. And while there’s no silver bullet, some workforce development models are actually working.
This article breaks down practical, proven workforce development approaches that aren’t just theoretical—they’re solving real staffing issues on the ground. If you're tired of vague strategies and want to know what actually works, read on.
The Problem: Skills Gap Meets Labor Shortage
Before we look at solutions, it’s important to understand why traditional hiring isn’t cutting it anymore.
Skills mismatch
Job openings require specific skills—especially technical, digital, or specialized hands-on capabilities—that many applicants just don’t have.
Aging workforce
In industries like manufacturing, a large portion of the workforce is nearing retirement.
Low retention
When companies do hire, employees often leave quickly due to poor onboarding, lack of growth opportunities, or a mismatch between job expectations and reality.
Education lag
Traditional educational institutions are slow to adapt to what employers need today.
Geographic mismatch
In some areas, the talent simply isn’t there—even if demand is high.
Now, let’s get into the models that are actually helping companies close these gaps.
1. Apprenticeships Reimagined
What it is: A structured program where workers earn while they learn, combining classroom instruction with paid on-the-job training.
Why it works: Apprenticeships aren't new, but modern versions are more flexible and can be customized to different industries—including IT, healthcare, and finance. The best part? They build exactly the talent you need, from the ground up.
Real-world example: IBM's New Collar program focuses on skills over degrees. It uses apprenticeships to train candidates for roles like cybersecurity analyst and software developer—without requiring a four-year college degree.
Key takeaway: If you're struggling to find talent, grow your own. Apprenticeships give you a talent pipeline tailored to your business.
2. Sector-Based Partnerships
What it is: Collaboration between employers, educators, workforce agencies, and community organizations within a specific industry.
Why it works: Instead of each company trying to solve hiring problems in a vacuum, this model leverages shared needs and resources. It creates training programs aligned with what local employers actually need, not just what schools think they need.
Real-world example: Pennsylvania’s Industry Partnerships program brings together companies in sectors like healthcare and advanced manufacturing to create training programs. The result: employers see higher retention and faster hiring.
Key takeaway: Workforce development works better when it’s not done alone. Collaboration leads to training that actually matches real jobs.
3. “Earn and Learn” Accelerators
What it is: Short-term, intensive training programs that combine paid work experience with skills development.
Why it works: These programs quickly get people into the workforce while continuing to build their skills. They’re ideal for people switching careers or re-entering the workforce—and they meet employers’ need for speed.
Real-world example: Year Up offers young adults (18–26) six months of technical and professional training followed by six-month internships at companies like Facebook and Bank of America. 80% of graduates are employed or in school within four months.
Key takeaway: Traditional education takes too long and costs too much. Fast, focused models that combine work and training are more responsive to real-world hiring needs.
4. Skills-Based Hiring
What it is: Hiring based on demonstrated skills rather than degrees or credentials.
Why it works: Millions of capable people are overlooked because they don’t have a four-year degree. Skills-based hiring opens the door to overlooked talent—especially in communities that have been excluded from traditional career paths.
Real-world example: Companies like Google, Accenture, and Walmart have shifted many roles to be “skills-first.” Instead of screening out candidates without degrees, they assess whether applicants can actually do the job.
Key takeaway: If you can’t find enough “qualified” applicants, maybe your definition of “qualified” is the problem. Look for ability, not pedigree.
5. Community College + Employer Integration
What it is: Deep partnerships between community colleges and local employers to align curriculum, equipment, and job placement with real-world needs.
Why it works: Community colleges are nimble enough to pivot training programs, and when employers are directly involved, the programs stay relevant.
Real-world example: Toyota’s Advanced Manufacturing Technician Program partners with local colleges to train students in mechatronics and advanced manufacturing. Students work part-time at Toyota while earning an associate degree. Nearly all graduates get job offers.
Key takeaway: Don’t just donate to your local college—partner with them. Help shape the curriculum and offer real-world training opportunities.
6. Upskilling and Reskilling from Within
What it is: Training current employees to take on new roles or expand their skillsets.
Why it works: You already have people who know your company culture. Training them is cheaper and faster than recruiting externally.
Real-world example: Amazon's Upskilling 2025 initiative invests $1.2 billion in retraining 300,000 workers for roles in IT, healthcare, and advanced logistics. They’re moving people from warehouses to data centers.
Key takeaway: Look inside before you look outside. Internal mobility boosts retention and fills roles faster.
7. Workforce Intermediaries
What it is: Nonprofits or workforce boards that act as a bridge between employers, job seekers, and training providers.
Why it works: Many small and mid-sized businesses don’t have the time or budget to build training programs from scratch. Intermediaries connect the dots for them.
Real-world example: WorkAdvance, in places like New York and Oklahoma, partners with employers to design training for in-demand jobs in healthcare, tech, and manufacturing. Participants receive coaching, placement support, and follow-up after hire.
Key takeaway: Workforce development doesn’t have to be DIY. Find a partner who can build the bridge for you.
8. Youth Talent Pipelines
What it is: Early exposure programs for high school students to explore careers through internships, job shadowing, dual enrollment, and mentorship.
Why it works: Waiting until someone’s 25 to introduce them to a career path is too late. Early exposure builds interest, skills, and confidence before the workforce loses them to dead-end jobs.
Real-world example: CareerWise Colorado is a modern youth apprenticeship system that places high school students in paid, career-track roles while they earn credit toward graduation and college.
Key takeaway: If you're facing a long-term talent shortage, start building your pipeline now—with teenagers.
9. Wraparound Support Services
What it is: Providing transportation, childcare, housing, and coaching to help trainees succeed.
Why it works: Training alone doesn’t solve staffing if people can’t afford to complete it. Life barriers—especially for low-income workers—are a major reason for dropouts. Wraparound services keep people in the pipeline.
Real-world example: Per Scholas provides free IT training along with professional development, transportation assistance, and job placement support. Their graduation and employment rates are among the highest in the industry.
Key takeaway: If you want people to succeed, remove the barriers that prevent them from showing up.
What Doesn’t Work (Anymore)
Just as important as what does work is understanding what doesn’t. Here are three outdated approaches that fail more often than they succeed:
Posting and praying
Just listing jobs and waiting for the right person to apply doesn’t work in a tight labor market.
Degree inflation
Requiring a bachelor’s degree for entry-level jobs narrows your talent pool unnecessarily.
One-off job fairs
Without a broader strategy or support system, job fairs rarely produce sustained results.
Final Thoughts: What It Takes to Build a Real Workforce Strategy
Workforce development isn’t about a single program or hire—it’s a long game. The companies solving their staffing issues are the ones investing in ecosystems, not quick fixes.
Here’s what they have in common:
They partner—with schools, nonprofits, workforce boards, and each other.
They build pipelines, not just fill vacancies.
They think long-term, planning for future roles, not just today’s crisis.
They focus on equity, recognizing that untapped talent often lies in overlooked communities.
If you’re facing persistent hiring challenges, it’s time to stop asking “Where are all the workers?” and start building the systems that produce them.
About LMS Portals
At LMS Portals, we provide our clients and partners with a mobile-responsive, SaaS-based, multi-tenant learning management system that allows you to launch a dedicated training environment (a portal) for each of your unique audiences.
The system includes built-in, SCORM-compliant rapid course development software that provides a drag and drop engine to enable most anyone to build engaging courses quickly and easily.
We also offer a complete library of ready-made courses, covering most every aspect of corporate training and employee development.
If you choose to, you can create Learning Paths to deliver courses in a logical progression and add structure to your training program. The system also supports Virtual Instructor-Led Training (VILT) and provides tools for social learning.
Together, these features make LMS Portals the ideal SaaS-based eLearning platform for our clients and our Reseller partners.
Contact us today to get started or visit our Partner Program pages
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