Te-Ping Chen

And we see the average age in a lot of these industries really having crept up a lot. And some serious questions over how many young workers are going in to replace them. And in some cases, it might look like, say, in a manufacturing sense, not being able to run a line because somebody's out sick. Or maybe someone's on vacation for a week and you stop production for a week.

So the consequences can be really substantial. And the challenges to hiring are very real.

So the consequences can be really substantial. And the challenges to hiring are very real.

And so they are targeting a really young workforce to replace them.

And so they are targeting a really young workforce to replace them.

What we've seen from a lot of employers in recent years is this feeling of, look, we can't find the talent we need out on the market. So we kind of have to grow our own. And what that looks like might be going into high schools to start recruiting, to try and create partnerships with local schools to see if they can get kids working part time, gain some exposure, all kinds of different strategies.

What we've seen from a lot of employers in recent years is this feeling of, look, we can't find the talent we need out on the market. So we kind of have to grow our own. And what that looks like might be going into high schools to start recruiting, to try and create partnerships with local schools to see if they can get kids working part time, gain some exposure, all kinds of different strategies.

But yes, absolutely. We are seeing more businesses try and turn in that direction as a hiring strategy.

But yes, absolutely. We are seeing more businesses try and turn in that direction as a hiring strategy.

And what is it about a younger workforce that they're seeing is beneficial?

And what is it about a younger workforce that they're seeing is beneficial?

One thing that you'll hear a lot of employers emphasize is that today's trades jobs are not the same ones that they were 10 or 20 years ago. They are much more tech infused. They require a lot more fluency with computers, with programming. And so not only is there an imperative to recruit often from jobs,

One thing that you'll hear a lot of employers emphasize is that today's trades jobs are not the same ones that they were 10 or 20 years ago. They are much more tech infused. They require a lot more fluency with computers, with programming. And so not only is there an imperative to recruit often from jobs,

high schools or other kinds of labor pools that maybe they might not traditionally have hit given the overall worker shortage. But also it can be really advantageous to do so because they're ultimately looking for workers that have a high degree of comfort using tech. And that kind of facility is not always something you're going to get with older workers.

high schools or other kinds of labor pools that maybe they might not traditionally have hit given the overall worker shortage. But also it can be really advantageous to do so because they're ultimately looking for workers that have a high degree of comfort using tech. And that kind of facility is not always something you're going to get with older workers.

And so for them, there is sort of a double appeal.

And so for them, there is sort of a double appeal.

And so what are some of these companies offering these prospective employees?

And so what are some of these companies offering these prospective employees?

It will range a lot depending on, of course, where in the United States you are, what kind of role we're talking about. Everything is local. But in some cases, the offers that are being made are really substantial. Here in Philadelphia, I spoke with one high school student a Catholic private high school that launched a welding program.