For years, we’ve been told that a “skills gap” is holding back the economy — that there are millions of open jobs, but not enough qualified people to fill them. Employers, policymakers, and trade associations all echo the same story: we just can’t find the talent.
But what if that’s not the whole truth?
What if the real problem isn’t a lack of skills, but a lack of commitment — by employers — to hire, train, and compensate people properly?
What Employers Say
According to the National Association of Manufacturers, the U.S. could face over 2 million unfilled jobs in manufacturing by 2030. The U.S. Chamber of Commerce also reports hiring difficulties across sectors, especially in the post-COVID recovery.
It sounds like a crisis. But take a closer look, and it’s not that simple.
Where Are the Higher Wages?
In a functional labor market, when something is in short supply — like skilled labor — the price (wages) should rise. But that hasn’t happened at the rate you’d expect.
According to the Economic Policy Institute, wages in many so-called “in-demand” jobs have stagnated or grown sluggishly, even when employers claim they can’t find talent. If companies really needed those skills, you would expect to see employers offer a higher wage.
Job Listings Are a Mess
Employers often ask for “entry-level” candidates with 3–5 years of experience, advanced degrees, and specific technical certifications.
A report by Burning Glass Technologies found that many employers, through not knowing the exactly what it take to do that particular job or wishing for the candidate to do multiple jobs (wear many hats) without the proper compensation, inflate job requirements unnecessarily, making it harder to find or attract candidates — even those who could be trained quickly. Employers are not aware that by training a candidate they see as having less than the dream requirements they wish for, they are letting go of a possible loyal employee or even a person that has other skills that in the long run could help the business (still looking for the unicorn employee).
This creates the illusion of a skills shortage, when the real problem is unrealistic expectations.
The Machines Are Filtering People Out
Automated hiring systems (ATS software) are part of the issue too. A 2021 study by Harvard Business School and Accenture found that qualified candidates are being screened out by algorithms looking for perfect matches — not potential.
So while businesses say they can’t find good candidates, their systems may be programmed to reject them. In a society where interactions with other people cannot be based on algorithms, employers are not growing a more solid customer base, all they are doing is transactional relationships.
Nobody Trains Anymore
It used to be normal for companies to hire someone with potential and train them. That’s no longer the norm.
According to the Society for Human Resource Management (SHRM), investment in workforce training has declined, especially for roles at the mid- and entry-level. At this moment, I do not fully agree with the notion employers are not training any more or decreased their training, I pose the idea that they are not training correctly. Sitting someone on a classroom, or even worse a Teams training does not qualify as training if you have no way to follow up not only to see if the employee has captured the core training, but or evaluate the growth of that person’s knowledge. A survey will not do anything, but appease your sense of inadequacy, not your goal for company growth. Yes, the topic of training is a bit of a third rail for me since we have all seen talent being thrown away because companies do not “invest” in the employees.
Now, many companies expect workers to arrive “fully formed.” That’s not only unrealistic — it’s also a recipe for perpetual vacancy. (Again chasing the unicorn)
What Other Countries Get Right
Countries like Germany run large-scale apprenticeship programs that integrate education and industry. Employers there help build the workforce they need, rather than waiting for perfect candidates to show up.
In the U.S., there are growing efforts to revive apprenticeships, but adoption by the private sector remains low. It seems that long-term planning for companies is a wonderful fairy tale instead of a strategy to follow.
So… Is Business Serious About Hiring?
If companies are serious about solving the skills gap, they should start by asking themselves:
- Are we offering competitive wages?
- Are we hiring for potential or perfection?
- Are we investing in onboarding and training?
- Are we giving a fair shot to non-traditional candidates?
If the answer is no, then maybe the “skills gap” isn’t a labor issue — it’s a hiring issue. Having no clear goal as to what type of person you wish to hire and what the position calls for to determine the level of expertise needed, is a recipe of lack luster hires. No matter if a generation is tagged as “lazy or not motivated to work”, when an employee see no effort for a company to invest in an individual, the candidate will look out for what is best for them, THEM!!
Conclusion: Time to Meet Workers Halfway
Yes, some industries truly struggle to fill roles — especially in trades and specialized technical fields. But in many cases, the so-called skills gap is just a cover story for underinvestment in people, poor hiring systems, and unrealistic expectations.
It’s time for businesses to stop blaming the workforce and start taking a more proactive role in shaping it. That means training, mentoring, and paying fairly — not just posting job ads and hoping for magic.
If companies want skilled workers, they’ll need to start meeting them halfway.
Links for each section:
1. Skills Gap Overview
- National Association of Manufacturers: Workforce of the Future
- U.S. Chamber of Commerce: America Works Report
2. Wages and Labor Market
- Economic Policy Institute: Wage Stagnation in America
- Bureau of Labor Statistics: Occupational Outlook Handbook
3. Job Postings and Hiring Practices
- Burning Glass Technologies: The Narrow Ladder Report
- Harvard Business School: Hidden Workers, Untapped Talent