Tough economic times have been frustrating for businesses too. They’ve had to lay off experienced, dedicated employees, but haven’t been able to hire the young blood companies rely on for enthusiasm and cutting-edge skills. There’s a huge gap between the positions companies need to hire for and the skills job seekers have to offer. Fortunately, there is a simple solution to help businesses get through what seems like a gridlock. eLearning is inexpensive, fast-paced, and allows companies to quickly retrain or refresh otherwise quality job candidates who are out of date or in the wrong field.

Job types that will see the most growth are technical and/or regulation-heavy (as many service industries are becoming), including “salespeople, food-preparation and food-service workers, and personal and home care” (Dollars and Sense). Additionally, “health-care and computer support are fields projected by the Bureau of Labor Statistics to grow 22% and 30% over the next decade” (Bloomseberg Businessweek). While the skilled-labor positions companies need to fill often require hands-on experience and training, they also frequently have aspects that are more easily, cheaply, and conveniently taught through eLearning.

Pre-licensing, pre-certification, and other standardized requirements lend themselves perfectly to an eLearning format. For example, out-of-work Americans don’t typically stay up to date on HASMAT guidelines or safety and HR compliance training, but they are necessary for onboarding and continuing education. Continuing education pairs seamlessly with an eLearning format because employees don’t have to take time out of the office to stay current, and they can incorporate training in their day-to-day activities. By putting as much training as possible online, businesses save time and money by eliminating the cost of travel on certification and training that takes employees away from their desks. They are also able to tailor education content specifically for their businesses. Companies can more quickly adjust to industry changes or new training needs rather than relying on local colleges or outside training programs for content development and curriculum direction. In the long term, eLearning can even reduce the possibility of another skills gap crisis by giving companies more control over training that keeps up with their hiring needs.

Companies all over the United States have already started implementing eLearning programs as an alternative to old, out-of-date training models. In 2002, well before the recession hit, technology innovators IBM and Microsoft partnered with higher education institutions to implement special eLearning programs for employees to earn graduate degrees. Books-a-Million onboards their employees with a series of online video tutorials that teach company policy and procedure, as well as quarterly updates. Insurance leader Allstate has a growing eLearning program to unite individual Agencies under one company-wide branded training curriculum. eLearning isn’t sitting on the horizon waiting for forward-thinking companies to adopt; it’s already busy contributing to economic recovery.