Transform Your Workforce Initiatives: Strategies for Overcoming Barriers

Big workforce initiatives thrive on strong collaboration between ecosystem partners; however, navigating those projects may sometimes be challenging. At Merit, we actively travel across the U.S. to engage and strategize with workforce leaders to drive impact and help more people get jobs. In our conversations, we have heard about the hurdles in filling talent pipelines first-hand. A common thread exists throughout many workforce initiatives: the need for more inclusive and accessible pathways while connecting those on the sidelines.

We share a mission of connecting learners and job seekers with work, so we have compiled the challenges many workforce ecosystems face and how technology and partnerships can help us overcome them.

Finding Your Untapped Talent

An area of significance for workforce initiatives is ensuring that hidden talent pools within our communities are recognized. It’s not uncommon for young adults completing apprenticeship programs, veterans transitioning to civilian roles, professionals seeking career change, or even individuals who face systemic barriers and may need additional services or support to be overlooked in the search for meaningful employment opportunities—even in urgent talent shortages. Workforce organizations are beginning to embrace digital credentialing systems so that ecosystem partners and employers gain better visibility into individuals' skills, making identifying candidates to fill critical roles easier (ensuring no one gets left behind). Additionally, having technology partners enhances skill visibility and relevance, helping individuals understand how their skill sets connect to meaningful job opportunities.

For example, when Delta Health Alliance—an organization providing healthcare and education-focused training—partnered with Merit to digitize degrees and certificates, it helped kickstart careers in high-demand fields and retain skilled talent within rural Mississippi. Suppose the organization anticipated a local college graduating class of 100 nursing students. With digital credentials, nursing employers in Mississippi could quickly identify and recruit these work-ready graduates, filling critical roles with local talent. This streamlined approach makes recruitment more inclusive, strengthens the local workforce, and ensures no potential goes untapped in the face of pressing talent needs.

Building Trust and Efficiency with Employers

Trust is another essential part of workforce partnerships, as successful initiatives move at the speed of trust. We discussed how technology provides visibility to workforce ecosystems and is a critical trust-building element. Employers need confidence that the talent they’re hiring is equipped with the skills required to do the jobs they're hiring for. This is where ecosystem partners can utilize technology and warm handoffs to instill trust in employers. Trust is created because the credentials provided are verified and come from a source of truth, such as a trusted organization like a community college.

Consider our earlier example of Delta Health Alliance connecting local college graduates with nursing jobs. The college program director might organize a lunch-and-learn session with the nursing employer after they receive the graduating class's digital credentials. These credentials confirm that the graduates have completed all required education to be considered for full-time employment. 

The college program director can follow up on the nursing employer's hiring status, which helps speed up hiring decisions. Trust is established by making personal connections and providing access to the graduates' verified skills and qualifications. This ultimately leads to faster employment, benefiting the employer, the nursing program, and the job seekers.

Reducing Decision Fatigue for Better Matches

In workforce ecosystems, job seekers often face an overwhelming number of “close enough” job matches, leading to decision fatigue and poor career outcomes. 

For instance, a recent cosmetology graduate may receive numerous job listings for hairdresser positions in their area. While they possess many relevant skills, this graduate is particularly interested in pursuing a career in makeup artistry. If they are primarily shown hairdressing positions, it can be challenging for them to identify other opportunities that might be a better fit for their aspirations.

This is where wrap-around services are crucial in empowering the next generation of workers. For example, the director of the cosmetology program could actively encourage students to shadow professionals in various local fields, such as makeup artistry, hairdressing, and theater makeup. By inspiring these connections, students gain insights into different career paths, helping them discover opportunities that truly ignite their interest. This approach builds confidence and creates valuable, actionable career experiences that align with their long-term goals.

Partnering for Workforce Success

The best part of workforce initiatives is that the entire community benefits when one of us succeeds. Managing these initiatives becomes easier with strong partnerships and purposeful technology. Digital credentialing systems and collaboration can help unlock untapped talent pools, build trust, and reduce decision fatigue. Feeling uncertain about where to start is normal, so we created guided brainstorming worksheets to help navigate workforce initiatives effectively. Let's connect and have a brainstorming session if you’re considering or trying to address any of these challenges. Download our worksheets and start your journey today.