Tackling regional skill shortages: from single employer strategies to local partnerships

Abstract

This research examines regional skill problems and the strategies implemented to reduce skill shortages by a set of employers (n=16). The data collected in 2019 in a northern region in Portugal indicate considerable and persistent shortages of engineering and IT graduates and non-graduates for operational jobs. The employers implement anticipative strategies interacting with the education system, and the city council has developed a multi-stakeholder partnership.However, the most widespread strategy is remedial and consists of employerprovided training. Employers believe that the partnership has been a fruitful way of expanding economic activities, but further efforts are required to alleviate skill shortages.

A landscape of practice approach to enhance employability: insights from domestic and international postgraduates

“…Such an approach could help to build a richer picture and a more nuanced understanding of how to enhance the employability of domestic and international students. It could also help tackle national and regional skills shortages (Suleman et al, 2023) by developing a talent pipeline from higher education institutions into the labour market (Baruch et al, 2023).…”

Employers’ perception of the role of higher education in Portugal: The varying solutions for skill problems

“…Employers frequently complain about graduates' skills, and the education system is often thought to be to blame (Cappelli 2015;Suleman and Laranjeiro 2018;Suleman, Videira and Araújo 2021). These issues are captured through the concept of employability which focuses on the relationship between HE and the workplace (Römgens, Scoupe & Beausaert 2020).…”

“…It is clear that an essential part of the employability agenda involves the employers and HE institutions working together in several key areas. Available research highlights a range of skill problems identified by employers, namely skill gaps that affect the individual's performance within the firm; and skill shortages, which lead to hard-to-fill vacancies; and under or oversupply, i.e., skill mismatch (Cappelli 2015;Suleman, Videira & Araújo 2021). It seems that employers blame HE institutions for their skill problems and expect them to produce graduates with the skills they require.…”