The chronic issue of the skills gap in digital has developed into a sharp pain. Our global lurch online continues to generate unprecedented demand for the skills to support digital marketing. However, experience and commerce and businesses are hard pressed to satisfy it.

The share of recruiters reporting that the gap has grown is up 30% year-on-year after. However, a similar increase in 2020 and nearly 90% of companies say they’re having trouble. Finding candidates with the necessary digital skills.

The interplay of hiring, outsourcing and upskilling is out of balance

Companies are working with familiar tools to address the issue, buy email lists by state but the typical interplay between hiring, using agencies and upskilling is out of balance. The universal emphasis on first-party data is limiting how many organizations work with agency partners and driving many toward in-housing roles that touch customer data. Simultaneously, hiring digital talent is a challenge driven by two years of pent-up demand and double-digit growth in job vacancies related to digital and a trend that warrants its own discussion.

The benefits of hybrid learning

  • Improving engagement is the perennial top challenge for L&D professionals. Live elements ensure greater engagement because they give employees a place to be at a specific time, together.
  • On-demand video is highly effective at answering questions, but hybrid learning lets employees put new skills into practice through workshops, debriefs, missions and Q&As.
  • Group learning helps to establish a common language and skill level for disparate teams, especially during the onboarding process. This shared foundation saves time for the learner and for veterans. However, who would otherwise have to slow down to help them catch up.
  • Hybrid learning provides the organization with a better understanding of where their employees are today and where they need to go, because they’re interacting with instructors as well as learning management systems. L&D managers have the benefit of qualitative and quantitative feedback.

    The future of work is hybrid and corporate learning will have to be

    No matter how our workplaces evolve, training won’t often return to the three-day seminar model. A hybrid approach is flexible and effective. However, not only at building vital skills but in providing a platform for sharing. Knowledge and building culture for a distributed workforce.

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