Building Skills for Long Term Growth

The Skill Debate: Why Hiring for Technical Expertise Alone Isn't Enough

Today's job market increasingly places a premium on skills, with companies seeking to fill roles based on specific technical capabilities rather than traditional qualifications. Businesses are showcasing how these skills can be acquired through nontraditional methods, bypassing the barriers of higher education. This shift - driven by rising education costs, evolving workforce demands, and advances in technology - offers a faster, more affordable way to address immediate talent needs. Yet focusing solely on short-form credentials and technical skills risks missing a critical opportunity: building a workforce that not only fills roles, but thrives and grows over the long term.

The Hidden Costs of a Skills-Only Approach

There's no denying the immediate value of hiring for specific skills like coding, data analysis, or digital marketing. These skills are essential for filling current gaps and meeting future demands. But is focusing on technical expertise alone enough to secure long-term success?

The answer lies in cultivating durable skills - qualities like resilience, critical thinking, adaptability, and learning agility. These aren't tied to a specific job or industry, but they are the skills that help people navigate change, innovate, and lead. They also drive better team collaboration, stronger leadership pipelines, and improved customer experiences.

In my experience leading educational and career programs for thousands of participants, I've seen the transformative power of developing these durable skills alongside technical training. Participants often shared that what stayed with them most wasn't just the technical know-how, but the ability to think critically, solve problems, and persevere through challenges. These are the kinds of skills that create a workforce capable of thriving, not just surviving, in today's dynamic world.

The Challenge with Traditional Education

For decades, formal education has been a powerful pathway for building both technical expertise and durable skills. The critical thinking, problem-solving, and higher-order thinking cultivated in these settings have long supported professional and personal growth.

However, traditional education is increasingly out of reach for many. Rising tuition costs and the burden of student debt, particularly for underrepresented groups, have left countless individuals unable to pursue formal degrees. In response, businesses have embraced alternative pathways like short-term credentials and bootcamps to address skill needs quickly and affordably.

While these alternatives address accessibility, they can't fully replicate the broader personal and professional development that comes from a more comprehensive education. If we swing the pendulum entirely toward short-term, technical skill-building, we risk losing the deeper benefits that fuel sustained business success.

Investing in Durable Skills Is a Smarter Business Strategy

Forward-thinking organizations are recognizing that investing in both technical and durable skills is more than an HR strategy - it's a competitive advantage. It's not just about filling roles today, but about retaining and developing employees for the future, creating leadership pathways, and driving business growth.

Here's why this approach is smarter and more cost-effective:

• Retention Saves Costs: Developing employees through a combination of technical and durable skill-building is far more cost-effective than relying on external hiring. It also strengthens company culture and fosters loyalty.
• Engagement Drives Performance: Employees who see clear development opportunities and pathways for growth are more engaged, motivated, and aligned with organizational goals. I've seen this firsthand - greater engagement consistently leads to higher productivity across teams.
• Better Consumer Experiences: A workforce equipped with both technical expertise and human skills like empathy and adaptability delivers better customer interactions, building brand loyalty and driving growth.

Building a Balanced Workforce

So, how do businesses achieve this balance? It requires intentional strategies that integrate durable skills into workforce development efforts:

• Blend Technical and Durable Skill Development: Combine technical training programs with workshops on resilience, collaboration, and adaptability. For example, a coding bootcamp paired with team-based problem-solving exercises creates a well-rounded learning experience.
• Expand Accessible Pathways: Offer stackable credentials, apprenticeships, or employer-sponsored degree programs that integrate work-based learning with holistic development. Self-paced programs with reflective elements can also encourage employees to connect what they learn to their career aspirations.
• Leverage Partnerships: Collaborate with educational institutions to design programs that balance job-specific skills with broader growth opportunities, ensuring employees receive both technical training and personal development.
• Prioritize Lifelong Learning: Foster a culture where continuous development, both technical and personal, is valued and rewarded. This ensures that employees grow alongside the organization, adapting to future challenges.

Big Questions for the Future

As we move toward skills-based hiring, it's worth reflecting on a few essential questions:

• Are we prioritizing short-term skill fulfillment at the expense of building a resilient, adaptable workforce?
• In our focus on efficiency, are we overlooking the deeper, durable skills that drive innovation, engagement, and success?

A Path Toward Sustainable Success

Education, whether traditional or reimagined, isn't just a means to fill roles. It's an investment for business competitiveness and in people's potential. The need is great, as evidenced by World Economic Forum's latest Future of Jobs Report, which lists skills gaps as the biggest barrier to business transformation. By equipping employees with broad skill sets they grow, innovate, and lead. Businesses that integrate durable skills with technical training are preparing their workforce not just for today's challenges, but for the opportunities of tomorrow.

This approach doesn't just fill headcount; it builds futures. By retaining and developing talent, organizations create a virtuous cycle of engagement, growth, and innovation. Let's ensure we don't lose sight of the transformative power of building broad skill sets - not just for businesses, but for the people who make those businesses thrive.

About the Author

Chris Trout is a consultant to UpSkill America and Executive in Residence with the Education and Career Mobility Fellowship.

About UpSkill America

UpSkill America, an initiative of the Aspen Institute Economic Opportunities Program, supports employers and workforce organizations to expand and improve high-quality educational and career advancement opportunities for America's front-line workers. We seek to create a movement of employers, civic organizations, workforce intermediaries, and policymakers working collaboratively to implement education, training, and development strategies that result in better jobs and opportunities for front-line workers, more competitive businesses, and stronger communities. Follow us on LinkedIn and learn more at upskillamerica.org.

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