Ageism is a pervasive problem these days, especially as more and more Baby Boomers decide to stay in, or return to, the workforce. Employers aren’t necessarily intentionally ageist in their hiring and employment practices, but bias can creep in.

Employees, especially those working on site, have a number of safety concerns these days related to lingering pandemic risks and a rise in violence around the country. But these relatively rare risks pale in comparison to the on-the-job safety risks that blue collar workers are exposed to on a daily basis.

There’s a myth out there in the service and trades industry that is ripe for myth busting—the myth that tradespeople, or blue collar workers, aren’t interested in ongoing training to build upon existing and learn new skills.

Soft skills are in short supply these days across all industries, jobs, and types of employees. Soft skills are the skills we need to “get along” with others—whether those others are clients, customers, vendors, or colleagues.

As employers continue to face labor shortages, many are looking to alternative sources of labor—whether for full-time or temporary positions. One of these sources, while not new, is definitely gaining traction in this tight hiring environment—work-based learning (WBL) programs.