How Can We Adapt Workforce Training to Meet Evolving Industry Standards?

As a dedicated advocate for skill-building, skill-based hiring, and lifelong learning, I’m encouraged to see an increased focus on the significance of skill development for career growth and advancement. Today, it’s clear that an individual’s skills—regardless of their educational background or prior work experience— can truly distinguish them from other candidates. Moreover, it’s not just technical skills that matter; personal skills like adaptability, communication, and problem-solving are more important than ever.

Employers want problem solvers, team players, and quick thinkers who can keep up with change, and employees are eager to grow and need learning materials that support their goals. But as workplaces evolve and new challenges emerge, it’s getting harder to bridge the gap between what’s taught and what’s actually needed in the workplace.

And that brings us to the real question for workforce development leaders: How can they ensure the skills they’re teaching align with what employers are looking for?

To answer this, I had a chance to sit with Juanita, Head of Impact at Cengage, on our latest episode of the Tech in EdTech podcast. We had a great conversation about something that’s been on my mind lately—how to deliver real impact in workforce education.

With industries moving fast, how do we ensure the skills being taught match what employers need? With changing rules, diverse learners, and new technology, how do we keep content relevant? I’m excited to share the questions and answers with you!

 

How Can Workforce Leaders Ensure They’re Teaching the Skills Employers Want?

One of the biggest challenges in the labor market is staying current with evolving trends. What employers want today might be outdated in six months. Companies need to engage in meaningful conversations with hiring managers, industry leaders, and policymakers to figure out what’s actually valuable in the workplace. Learning materials must be adaptable to address current challenges effectively.

Microcredentials and stackable learning are catching on for a reason. Not everyone has the time or need for long, one-size-fits-all learning programs. Breaking learning into smaller, skill-focused certifications gives people a way to upskill without putting their careers on hold. It’s flexible, practical, and, most importantly, directly tied to what’s needed on the job.

 

What Makes Building Workforce Training Content so Challenging?

It’s extremely challenging to keep your learning content current, engaging, and accessible to a wide range of learners. Even if you design a perfect learning module, it won’t have a real impact without relevance. To paraphrase Juanita’s example from our podcast episode, if we bring a knitting program to a place with no yarn, it won’t work! The same goes for workforce training. If it doesn’t match what people really need, it’s not going to work.

Then there’s engagement. No one wants to sit through training that feels pointless. If it doesn’t connect to real challenges, people lose interest. Using hands-on content and real-world scenarios and case studies that actually reflect what employers need makes a huge difference in learner engagement.

 

How Can EdTech Companies Keep Up with
Ever-Changing Standards and Regulations?

Regulations are always shifting, and keeping up with current and future trends is a must. Whether it’s new industry standards, government training mandates, or accessibility rules, workforce training providers have to stay ahead. If they don’t, their programs risk becoming irrelevant fast.

The smartest way of handling this is by building flexibility right from the start. Static courses get outdated quickly, but a modular design makes it easier to swap in new content when rules change. That way, updates don’t mean starting from scratch. Collaboration is just as important. Working closely with industry groups, policymakers, and employers keeps training aligned with the latest requirements.

 

What Role Does Technology Play in Workforce Training?

Technology isn’t there just to deliver training. It also makes training easier, smarter, and more engaging. AI can spot skill gaps and recommend exactly what someone needs to learn, instead of forcing them through a one-size-fits-all course. VR and AR can make hands-on training feel real, which is a game-changer, especially for industries like healthcare and manufacturing. Gamified scenarios offer learners a way to immediately apply the learning using tools that feel similar to what they’ll face on the job. And something as simple as mobile-friendly content means people can learn on their own time, wherever they are.

The technology also needs to be simple and user-friendly. If it’s clunky or overwhelming, no one’s going to use it. Flashy and fun won’t ensure measurable learning outcomes—the learning should feel natural, real, and accessible for it to be impactful.

 

What’s the Big Takeaway from This Conversation?

Workforce training is shifting toward a skills-first approach. Degrees still matter, but employers may care more about what people can actually do rather than where they studied. That’s why shorter, targeted learning programs that build real-world skills are becoming more important for career growth.

Workforce training is not just evolving; it’s transforming! Find solutions to all your workforce-related problems here.