B School for Public Policy
Better-informed policymaking through a deeper understanding of economics.
Attend monthly, 90-minute classroom-style sessions on Capitol Hill. Perfect for policy professionals, each “master class” covers a different issue in business and economics. Learn in an intimate and interactive experience taught by faculty from Penn and Wharton — one of the world’s leading institutions for business education.
There has been much talk recently about a skills gap in the United States. Even though unemployment is in the low 4% territory, there are still many jobs that companies seemingly can’t fill because the people applying for them may not have the skills necessary. But it raises an interesting question: Who is actually responsible for taking care of that gap? Peter Cappelli, Director of the Center for Human Resources and Professor of Management at the Wharton School and Host of In the Workplace, joins host Dan Loney on Knowledge@Wharton.
There has been much discussion in recent years about a skills gap in the U.S., driven largely by employer complaints over filling jobs. The term “skills gap” can mean different things. Usually, it refers to a belief that there is something fundamentally lacking in the labor force. In the typical telling of the skills gap story, schools are failing to educate students effectively and are graduating students who do not have the skills employers need, thus creating a basic skills shortfall in the labor force as a whole. Others who talk about a skills gap really are referring to a skills shortage, meaning that at the current market price for labor, employers cannot hire the people they are looking for. The third sense of a gap entails a skills mismatch, and describes parts of the U.S.—for instance, North Dakota, when energy production there skyrocketed—where labor demand is booming but where people in the region do not have matching job skills. A skills gap, skills shortage, and skills mismatch are all different and theoretically could be going on all at once.