02 — Blueprint · Sample
Finding Skilled Talent
Workforce BlueprintSample Manufacturing Co.
Challenge
Critical technical roles remain unfilled because the local pipeline doesn't produce the required skills at volume.
Root causes
- Narrow, degree-based job requirements82
- No relationship with local training providers71
- Limited internal upskilling pathways58
Timeline
- Weeks 1–4Diagnose — Skills audit of priority roles
- Months 2–4Build — Partner selection and curriculum
- Months 5–12Scale — First cohort placed; iterate
Recommended actions
- NowRewrite 5 priority job descriptions around skills, not credentialsTalent Acquisition
- NextCo-design a short-term training cohort with a community collegeHR + Operations
- LaterLaunch an internal skills ladder for adjacent rolesL&D
Internal owner
VP of Talent
Gaps
- — No owner for education partnerships
- — Hiring managers untrained on skills-based interviews
External resources
- Regional workforce board
- Community college workforce division
- Industry training consortium
Technology opportunities
- Skills-based ATS screening
- Skills inventory platform
Success metrics
−30%
Time to fill
+2×
Qualified applicants / role
25%
Internal fill rate
03 — ActivateExplore all resources
Who can help put this plan into action
The kinds of partners employers use to carry out a plan like this.
Workforce boards
Funding, labor market data, and connections to job seekers.
Community colleges
Custom training, credentials, and cohort-based programs.
Apprenticeship intermediaries
Program design, registration, and ongoing administration.
Pre-apprenticeship programs
Prepare entry-level candidates for skilled pathways.