The landscape of the modern workforce is evolving at a rapid clip. Businesses grapple with the challenges of attracting and retaining talented employees even as technology—especially generative artificial intelligence (gen AI), machine learning, and connected devices—changes the fundamental skills necessary for many jobs. And employee expectations have shifted. Gallup research finds that engaged employees prioritize purpose in their work, opportunities to develop their skills, ongoing conversations about their roles and purpose, and work-life balance. To thrive in this challenging ecosystem, employers need new solutions and strategies.
To help employers find those solutions and strategies, leaders from various areas of the business world will convene in Washington, D.C. this March 26-27 for Talent Forward, an event hosted by the U.S. Chamber of Commerce Foundation and U.S. Chamber of Commerce. This event brings together leaders from education, government, technology, chambers of commerce, human resources, and workforce development. Given the urgent need to connect skilled workers with jobs, the event will showcase innovative solutions and strategies to help companies address some of the most pressing issues.
Busting barriers to workforce participation
Economic growth requires addressing and removing obstacles that prevent talented people from entering the workforce. Childcare accessibility remains a top priority, as its absence often forces capable workers out of the workforce. U.S. Chamber of Commerce research in 2024 found that lack of quality childcare leaves more than 600,000 caregivers, primarily women, out of the workforce. Other critical barriers include transportation limitations, skills mismatches, and outdated labor policies. For example, a 2022 report from the South Carolina Department of Labor and Workforce found that nearly one in five people reported lack of transportation as a barrier to work.
By identifying and solving these issues, using innovative, data-driven approaches and a combination of private-sector and public-private partnerships, employers can tap into a wealth of underutilized talent to boost productivity and prosperity.
Connecting employers with talent
Even as skills-based hiring gains momentum among employers—with state and territory governments emerging as leaders in this area, according to a recent report by the National Governor’s Association—quantifying and evaluating candidates’ skills is a persistent conundrum for employers. After all, each prospective hire has a unique collection of skills and training gained through formal programs, job experience, education, and even volunteer projects and stretch assignments. There is no one-size-fits-all method of assessing how these experiences have contributed to a person’s skills and development.
Learning and Employment Records (LERs) help address this issue. LERs document learning and work achievements to help employers evaluate an individual’s skill development. However, extracting and applying this data remains challenging for many employers. Initiatives like the U.S. Chamber Foundation’s T3 Innovation Network make LER and other data easier to use and apply, using digital tools to help workers effectively communicate skills, education, and work experience. Such movement from data to solutions can help employers find the right people to help grow their organizations.
Upskilling in an age of transformation
As technology rapidly transforms industries, continuous upskilling is a concern and challenge for business leaders. The World Economic Forum’s latest Future of Jobs report found that two-fifths of workers’ skills will be obsolete within the next five years. With millions of workers needing new training and skills, the existing workforce development and training infrastructure is insufficient to get the job done.
To address their own upskilling needs in this age of fast-paced change, organizations should regularly conduct skills gap analyses to identify needs and build upskilling into their development plans. Developing personalized learning paths with hands-on experiences can reinforce traditional training. Using AI-powered training platforms and fostering a culture of continuous learning can also help keep employees’ skills up-to-date. Innovative new concepts like Skill Savings Accounts represent a promising approach to funding training in the same way Health Savings Accounts fund medical needs. The concept helps employees save for future training needs while also enabling employer contributions to the account.
Preparing for jobs of the future
As employers race to keep up with the current realities of rapidly changing workforce demands, they must also peek into the future and plan for jobs that are constantly evolving—or which may not even exist yet. To anticipate future skill requirements, employers need to invest in technology and skills development, while also staying informed through industry resources and business conferences. Engaging in partnerships with education and training institutions to ensure curricula is aligned with industry needs is also critical. The effort also requires revising job descriptions to emphasize core competencies, highlighting the importance of external and internal communications in emphasizing their importance. Tools like Job Skills for In-Demand Employment (JobSIDE) will help employers improve job descriptions and identify the skills they need most. Events like Talent Forward help organizations address their most urgent needs while giving them access to thought leadership that helps them prepare their workforces for what’s next.
As we look to the future, it's clear that the organizations that will thrive are those that embrace change, invest in their people, and remain agile in the face of evolving labor market dynamics. By tackling these key challenges head-on, businesses can not only navigate the complexities of today's workforce but also lay the groundwork to prepare for the changes to come.
Join us today in moving Talent Forward.
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About the authors
Jason Tyszko
Jason is senior vice president of policy and programs at the U.S. Chamber of Commerce Foundation.
