3 Steps to Build a Digital Workforce Program
The way people learn a skill has drastically shifted in the past five years. The NAWB reports that more job-seekers are enrolling in online micro-learning credentials to further their skills and careers.
This shift presents an opportunity. The World Economic Forum estimates that six in 10 people will need reskilling by 2027, but half don’t have access to adequate training opportunities.
By modernizing your approach to workforce training, you can meet this reskilling challenge head-on. As fields like food service, customer service, and production shrink, you can support those in transition with a digital-first approach that matches their preferences, schedules, and learning styles.
A digital-first approach can help you offer more accessible programming while also saving costs.
How to Build a Digital-First Workforce Development Program
First, understand that a digital-first approach to workforce development can take many forms. One model is a fully remote workforce development program, which offers some or all credentials through 100% virtual learning. This approach is valuable for learners in rural areas and those with accessibility needs or caregiving responsibilities.
The second option is a hybrid workforce development program, which blends some virtual learning with hands-on learning in a lab or an apprenticeship. Even with the majority of coursework in-person, hybrid programs still benefit from the ability to track learner progress, build digital skills, and save costs on space and materials.
1. Choose a high-quality learner platform
The first step in building a successful hybrid or remote workforce development program is selecting a reliable career development platform. A high-quality platform like Interplay Learning lets you manage and assign coursework, track learner progress, and give learners hands-on practice—all in a virtual setting. When evaluating options, prioritize platforms that offer:
- Progress Tracking: Look for a tool that gives you the ability to monitor individual progress, review assessments, and evaluate your overall program efficacy. These insights help you ensure that learners are gaining the skills necessary to move forward.
- Personalized Learning: One major benefit of hybrid and remote learning is that advanced learners can progress on their own, while struggling learners can repeat lessons with unlimited practice. Look for a platform that gives learners exactly what they need to progress.
- Scalability: As your program grows, so should your platform’s ability to manage increased enrollments and curriculum needs. Look for providers that offer adaptable, scalable solutions, minimizing the need for frequent tech overhauls.
- Expert-Created Content: Offering virtual learning is only beneficial if the content is accurate, useful, and up-to-date. Ask any potential vendor to tell you more about the people who create their content. Ideally, you should be able to access information about the individuals who are making the content and their qualifications.
Implementing the right platform reduces or removes the need for physical infrastructure, making your program more accessible to those without access to training facilities.
2. Embrace cutting-edge technologies
Innovative technologies like simulations, virtual reality (VR), and artificial intelligence (AI) are redefining what’s possible in workforce development. These tools provide immersive, hands-on learning experiences that closely mimic real-world tasks. Of course, these tools can only be successful when designed by experts and aligned to industry standards.
- 3D Simulations: With the power to recreate complex job scenarios, simulations offer learners a safe space to practice skills virtually. For example, a simulation could guide a new learner through an intricate circuit assembly or teach plumbing fundamentals, all without physical tools. This replicates the benefits of hands-on experience without requiring dedicated training space and ensures that inexperienced learners are practicing in a virtual environment before ever touching live equipment.
- Virtual Reality (VR): VR takes immersion a step further by giving learners a 360-degree, interactive environment. Trades that rely heavily on spatial skills benefit from VR as it places learners in a virtual job site with realistic tools and materials. This can also help expand the learning scenarios and equipment training you offer to new learners without requiring additional lab space.
- AI-Powered Tools: From personalized learning recommendations to automated assessments, AI tools help create an adaptive learning environment. For instance, Interplay’s SAM (Skill Advisor and Mentor) helps learners build skills, think critically, and learn faster.
Online training programs have the added benefit of increasing a learner’s digital skills. According to the National Skills Coalition, 92% of jobs now require digital skills, yet one-third of job-seekers have low or no digital skills. Managing assignments and communications digitally, for instance, translates easily into managing customer communications and projects with software.
3. Build strong partnerships
Even with a robust remote or hybrid program, in-person experience is invaluable, particularly in the construction trades. Prioritize building partnerships with local businesses or trade organizations to facilitate apprenticeships or job shadowing. Here’s how to make these partnerships work effectively:
- Invite Industry Input: Before launching a program, make sure you have a solid understanding of local industry needs and realities. Organize industry advisory boards or a joint task force to examine workforce needs and build dialogue between your board and local employers. Building these relationships early means you’ll have a network of employers when it comes time for apprenticeships and job placements.
- Define Clear Objectives: Collaborate with partners to define what skills or competencies learners should gain from their hands-on experiences. Create a checklist of skills or a competency evaluation for employers.
- Coordinate Logistics with Employers: Work with partners to align scheduling, safety requirements, and learning objectives to ensure a safe and smooth experience for all.
Ensuring that the career-readiness training that you do is aligned with what the labor needs are in your area will make it much easier for your learners to find roles. As you build partnerships, also consider asking employers what kind of certifications they look for or require. For example, most construction trades technicians will need to successfully complete their EPA 608 certification. Incorporating these certifications into your programs can help learners be even more competitive when they enter the workforce.
Blend Hands-On and Virtual Learning for a Stronger Workforce
Whether your program is hybrid or fully remote, a digital-first workforce development program prepares learners for real-world success with engaging technology and flexible credentials.
To emerge as a leader in the next great reskilling, you need the right mix of strategy, tools, and providers. By adopting advanced technologies and choosing the right provider, you’ll deliver a rich learning experience that meets learner and employer needs.
Need help designing a program? Contact Interplay Learning to start planning your digital-first training program for the skilled trades.
