August 13, 2025 by Becca O'Toole, Partnership Development Director, Cengage The manufacturing industry is facing a critical juncture. The skilled workforce shortage threatens to impede innovation and growth, with studies predicting that the sector will require 3.9 million new employees by 2033. To address this urgent need, SME partnered with Cengage, an education technology provider, to launch the innovative "Ready to Hire" program. This collaboration, launched in August 2024, is already building sustainable talent pipelines, providing manufacturers with access to qualified, pre-screened, pre-trained, and pre-market talent. At a recent SME industry event, within the SME Mission Critical Workforce 2030 experience, Denise Cowburn, Senior Client Executive with Tooling U-SME, sat down with Becca O'Toole, Partnership Development Director with Cengage, for an “SME Insights” discussion about this groundbreaking initiative. Their conversation shed light on the program's origins, its unique approach to talent development, and its potential to transform the manufacturing workforce. A Powerful Partnership Built on Shared Vision SME and Cengage are not new to collaboration. As O'Toole explained, "We have been longtime partners, actually, in the adult learning space for the skilled trades, for advanced manufacturing." This established relationship provided a strong foundation for developing the Ready to Hire program, which was conceived as a direct response to the critical skills gaps prevalent in the industry. The program leverages the strengths of both organizations: SME's deep understanding of manufacturing workforce needs and Cengage's extensive experience in adult learning and educational partnerships. Challenging the Status Quo: Tapping into Untapped Talent “One of the things we hear all the time is that there are just not enough people who want to work, and at Cengage we fundamentally disagree with that,” said O’Toole. She asserted that Cengage, through its vast network of educational partnerships and student outreach channels, knows that the people are there, but there are many barriers to accessing the skills needed, as well as a lack of knowledge that these opportunities exist." The "Ready to Hire" program is designed to dismantle these barriers. It operates on the principle of removing cost and physical obstacles to accessing essential education, thereby unlocking an entirely new population of potential manufacturing employees. The program initially found success in the medical space, filling entry-level allied health roles, and is now seamlessly transitioning its proven model into the manufacturing and skilled trades sectors. How "Ready to Hire" Works: A Comprehensive Approach to Talent Development The program's effectiveness lies in its comprehensive, employer-centric approach. O’Toole outlined the key steps: Direct Employer Engagement: Cengage works directly with employers to understand their critical skill gaps and talent needs. Targeted Recruitment: Leveraging Cengage's extensive outreach capabilities, the program actively recruits new talent through various channels, including social media platforms like Reddit, TikTok, and Instagram. This proactive approach aims to engage a "new and passive population." Free Access to Training: A cornerstone of the program is providing free access to critical training programs for students. This training is funded by the participating employers, signifying a shift towards greater employer ownership in workforce development. Holistic Skill Development: Beyond technical skills, the program emphasizes "soft skills" training, including Manufacturing 101, plant environment awareness, and understanding the demands of a manufacturing role. This ensures candidates are well-prepared for the practical realities of the job. Speed to Paycheck: A crucial motivator for many learners, the program prioritizes getting individuals into a job within three to four months of starting their training. Retention: The self-initiated nature of the training—candidates undertaking it on their own time—demonstrates a strong commitment and "stick-to-it-ness." This pre-screening for dedication helps mitigate early turnover. Ongoing Support and Transition: Once hired, new employees receive continued support from a dedicated student success advisor who meets with them at 30, 60, and 90-day intervals. This ongoing resource, coupled with best practices shared with employers for effective onboarding, significantly increases the likelihood of long-term retention. Focus on High-Potential Candidates: The program prioritizes candidates with "hunger and hustle" over those who already possess all the necessary skills. As O’Toole noted, "We believe that you can't train that into a person. They either have it or they don't, but we can skill them up." Creating an Environment of Trust All too often, new candidates are overwhelmed in their first days. “They’re leaving before the first break or lunch. They can’t find the right entrance. They don’t know who their leader is or their manager or who they should sit with at lunch,” said O’Toole. The Ready to Hire program builds an environment of trust during training that continues once the employee takes on their new role by engaging with the employer on a transition process. “We also want to make the employer successful,” said O’Toole. “For our employer partners, thinking about workforce development in a new way is going to be critical to staying ahead of the curve.” Unlocking Diverse Talent Pools The Ready to Hire program is also making significant strides in diversifying the manufacturing workforce. O’Toole shared interesting demographics, revealing that approximately a third of the program’s candidates in the manufacturing pipelines are female. This is particularly impactful given the historical underrepresentation of women in advanced manufacturing and skilled trades. Furthermore, the program is attracting individuals looking to reskill or transition into a new industry. While some candidates may have limited hands-on experience, many come from diverse backgrounds, including truck driving or other manufacturing environments, but they are seeking new opportunities with better benefits, support, and career paths. These candidates are looking for the big picture and employers who can meet their evolving needs, especially as the Gen Z workforce enters the picture. “A lot of our students actually say, ‘This is too good to be true,’” said O’Toole. A Game-Changer for Manufacturing The "Ready to Hire" program represents a powerful solution to the manufacturing industry's talent crisis. By proactively identifying, training, and supporting high-potential individuals, it creates a sustainable pipeline of qualified employees. This innovative approach not only benefits individuals by providing them with access to high-quality career paths that can lead to homeownership and financial stability, but it also empowers employers to stay ahead of the curve in a competitive talent landscape. Learn More About the "Ready to Hire" Program! Are you a manufacturer looking to secure a qualified talent pipeline? Do you want to learn more about how the Ready to Hire program can benefit your organization? View the entire conversation HERE, or contact us today to discover more about this transformative initiative. You may also visit our newsroom to read the official press release. https://www.sme.org/aboutsme/newsroom/press-releases/2024/sme-introduces-ready-to-hire-to-deliver-a-qualified-talent-pipeline-for-manufacturers/
