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The Sooner You Start, The Sooner You Benefit (Adapting to Change)
Building a Stronger Workforce: A System That Shares the Risk, Burden and Effectiveness of Skills-Based Hiring.
In today’s fast-evolving job market, employers face a persistent challenge: hiring and developing talent for in-demand, skills-based jobs while balancing financial risks and operational efficiency. Traditional hiring models place the burden squarely on businesses, requiring significant investments in recruitment, training and retention without guarantees of long-term success. But what if there was a way to distribute this risk while ensuring better job alignment, workforce readiness and retention?
Introducing pepelwerk: A Smarter Approach to Workforce Development.
pepelwerk is revolutionizing the way businesses hire and develop talent. By integrating AI-driven automation with a dynamic marketplace, pepelwerk creates a shared responsibility model where employers, job seekers and educators collaborate to build a sustainable workforce. This system doesn’t just fill job openings—it creates pathways for long-term employment success, ensuring that businesses gain skilled professionals while workers receive the training and opportunities they need to thrive.
How pepelwerk Redefines
Talent Acquisition:
1
Risk Mitigation through Skills-Based Matching
pepelwerk’s AI technology ensures that candidates are matched based on their abilities, reducing hiring mismatches and turnover. Employers only invest in talent with a proven skillset aligned to their needs.
2
Workforce Development as a Collective Effort
The platform connects employers with training partners and educational institutions to upskill workers efficiently, closing the skills gap and preparing candidates for high-demand roles.
3
Automated Hiring and Career Progression
pepelwerk’s automation streamlines the hiring process, reducing administrative burdens and costs while tracking career progress and workforce trends in real-time.
4
A Marketplace for Long-Term Success
Unlike traditional job boards, pepelwerk operates as a marketplace where businesses, workers, and educators engage in a continuous cycle of learning, hiring and professional development. This collaborative model ensures that job seekers are not just placed but supported in long-term career growth.
The Future of Work: A Shared Investment in Talent
Businesses no longer have to bear the full weight of workforce development alone. With pepelwerk, employers share the responsibility with educators and job seekers, creating a system that fosters resilience, adaptability and success. By leveraging AI and automation, organizations can build agile, future-ready teams without the traditional risks of skills-based hiring.
Ready to transform your workforce strategy? Learn more about how pepelwerk can help your business stay ahead in the talent market by visiting pepelwerk.com.
“The Great Reshuffle”
We’ve all heard of the “The Great Resignation” — but the Senior Director of Workforce & International Labor Policy with the U.S. Chamber of Commerce thinks “a more appropriate moniker for the high quit rates over the past few years is the “Great Reshuffle.””
She goes on to report, “More than 44 million Americans quit their jobs in 2023, and 3.4 million quit in January 2024 alone. However, the hiring rate has outpaced the quit rate since November 2020. This means Americans are seeking — and finding — better opportunities with new employers and in new occupations and industries.”
What Are Job Seekers Seeking?
Whether we want to or not, we must ask the question, “How are we addressing solutions to attract and retain workers?” According to the Wall Street Journal, “more Americans are looking to switch jobs than at any point in the past decade” and this sentiment is only going to rise. Citing declining workplace satisfaction and low rates for advancement.
The Pew Research Center recently released data on employee satisfaction and found that “workers are least satisfied with their flexibility to work remotely, followed by opportunities for promotion and pay.”
Ways to meet these challenges head on include:
- Develop and communicate clear pathways for career advancement.
- Ensure compensation is competitive and prominently highlighted in job advertisements.
- Offer flexibility, including options for occasional remote work, to meet the evolving expectations of today’s workforce.
When employers focus on these areas, they strengthen their talent acquisition and retention strategies. Luckily, pepelwerk makes it easy to do!
Plan Now for Your Future Workforce — It’s Easier Than You're Making It.
When you activate the pepelwerk Workforce Building Module and AI Career Assistant Module (which you can do in less than 30 minutes), you create pathways for your current employees to identify and achieve their career, earn and learn goals. This does two key things. First, you’re putting the investment you’ve already made in hiring and training your current team on the road to becoming the next evolution of the team you will need to continue company growth. Second, in doing so, you’ve also created a space for your employees to clearly understand and communicate their current skills in relation to where they want to be in 1-3-5 years and where you need them to be professional to advance within the company in the next 1-3-5 years.
Sources:
https://www.uschamber.com/workforce/understanding-americas-labor-shortage
https://www.uschamber.com/workforce/america-works-data-center
Why Aren’t Some Workers Returning to the Workforce?
The U.S. Chamber surveyed unemployed workers in May 2022, here are a few of the key findings:
- Two-thirds (66%) of Americans who lost their full-time job during the pandemic say they are only somewhat active or not very active at all in searching for a new job.
- About half (49%) are not willing to take jobs that do not offer the opportunity for remote work.
- More than a quarter (26%) say it will never again be essential for them to return to work.
- Nearly one in five have altered their livelihood, 17% have retired, 19% have transitioned to homemaker and 14% are now working part-time.
- Almost a quarter (24%) say government aid packages during the pandemic have incentivized them to not actively look for work.
- Younger respondents, aged 25-34, are prioritizing personal growth over searching for a job right now; 36% say they’re more focused on acquiring new skills, education or training before re-entering the job market.
Why Businesses Need to Act Now to Hire Interns and Apprentices
Companies that fail to invest in skills-based hiring risk being left in the dust. Internships and apprenticeships are not just short-term solutions—they are strategic workforce development tools that drive long-term success too. Businesses that embrace these programs will have an edge in hiring and retaining top talent while reducing lost revenue from inefficient recruitment processes.
Internships and apprenticeships provide businesses with a steady stream of skilled talent while allowing young professionals to gain real-world experience. These programs serve as a cost-effective talent acquisition
strategy, helping companies cultivate workers who align with their needs and culture from the start. Rather than relying on traditional hiring methods that may lead to mismatches, businesses can invest in developing employees who already understand their operations and can learn on-the-go.
A well-structured internship or apprenticeship program not only reduces lost revenue from frequent turnover but also ensures that new hires are productive from day one. With the right training and mentorship, interns and apprentices can quickly transition into full-time employees, minimizing recruitment expenses and creating long-term workforce stability.
pepelwerk simplifies hiring by connecting businesses with skilled workers through AI-driven talent matching. Whether you’re building an internship program or expanding your apprenticeship pipeline, our platform ensures you find the right people quickly and cost-effectively. With pepelwerk, you can reduce hiring costs, improve workforce efficiency and create a talent strategy that supports your business’s long-term success. According to Statista, in 2024 there has been a 37% increase in layoffs compared to the past five years, making the need for efficient and compassionate outplacement services more crucial than ever for businesses and their employees. These services play a pivotal role in supporting both employers and individuals through the challenging process of job transition.
Why Outplacement Matters:
Outplacement services provide essential support to employees facing job loss, offering them guidance, resources and tools to secure new employment opportunities swiftly. While letting go of employees is a difficult decision for any employer, utilizing outplacement services can help in mitigating the negative impact on both the departing employees and the company’s reputation.
Benefits for Employees:
Employees who receive outplacement support gain valuable assistance in resume building, job search strategies, interview preparation and access to networking opportunities. This guidance not only enhances their chances of finding a new job promptly but also eases the emotional and financial burden associated with sudden unemployment. Moreover, outplacement services empower individuals to navigate their career transitions more effectively and regain confidence in their professional journey.
Choosing the Right Outplacement Service Provider:
Businesses no longer have to bear the full weight of workforce development alone. With pepelwerk, employers share the responsibility with educators and job seekers, creating a system that fosters resilience, adaptability and success. By leveraging AI and automation, organizations can build agile, future-ready teams without the traditional risks of skills-based hiring.
Ready to transform your workforce strategy? Learn more about how pepelwerk can help your business stay ahead in the talent market by visiting pepelwerk.com.
