From Gamer to Skilled Worker:
New Normal, New Workforce Pipeline

blog author By Aminata N. Mbodj

Part 1 of 2

A dynamic and highly trained workforce is the basic fuel for growth in any given industry. The truth of this statement is made flagrant in today’s manufacturing industry whose pleas for young and skilled talent are, unsurprisingly, only echoed by its record low productivity rates. With 2.1 million manufacturing jobs set for availability by 2030, industry employers, especially in the sectors of Pharma and Life Sciences, IT, Aerospace, and Automotive should pay special attention to new methods of talent acquisition. 

A Talent Pool Ready to be Tapped

The workforce shortage within manufacturing might not so much be the result of a nonexistent and/or uninterested talent pool, but rather that of a lack of visibility in an ever digitized world. In fact, according to à survey by Indeed, Gen Z’s job search habits suggest a strong interest in tech and health-care positions; excellent career choices as manufacturing areas in both fields currently suffer serious talent shortages. The survey further suggests that, as a generation brought up during the Great Recession, job stability is a priority for Gen Z; representing five out of Business Insider’s 10 best industries for job security, manufacturing and Gen Z seem like a perfect match.

Despite all this evidence, however, misconceptions relating to the manufacturing industry run rampant among Gen Z; misconceptions that get in the way of crucial early career exposure. The research is clear: students who have not expressed STEM-related aspirations by age 10 are unlikely to do so by age 14; Amy Flynn, career development counselor at Oakland Schools’ Technical Campuses states: “Kids choose careers from experiences they’ve had.” Flynn  insists: “The bottom line is that exposure, exposure, exposure is amazing for students.”

With the “career imprinting” window being so narrow, Gen Z’s exposure to industry careers must not only prove engaging but also dispel any misconceptions about the field. For this, video games might be the solution. Leveraging research-based techniques designed to reflect real-life processes of skill acquisition, these “persuasive media”, as Ian Bogost, Professor of Interactive Computing at Georgia Institute of Technology calls them, constitute a non-negligible path towards manufacturing tomorrow’s workforce.

Bridging the Skills Gap

Of the many ways to reach and influence Gen Z, video games occupy a Champion’s Place. If a historical institution as prestigious as the U.S. Army, which has commemorated its 246th year this 14th of June 2021, has understood this, why should industry lag behind?

America’s Army: A Case in Point

In July 2002, the U.S. Army launched “America’s Army”, a video game geared towards informing, training, and recruiting prospective soldiers. This tactical move of “meeting them (potential recruits) where they are” is all the more understandable given the fact that, “by age 21, the average American will have spent more than 10,000 hours playing video games”; the equivalent to 5 years of full-time employment.

Among the plethora of reasons why video games should be used in skills training, the #1 simply is that future industry talent is, currently, easiest to engage with and train using this medium. Indeed, video games not only manage to achieve record-high levels of engagement but also are potent tools for guided behavior change.

Video Games and Behavior Change, A New Outlook

The association between video games and changed behaviors is not as foreign to us as we like to believe. For well over three decades, video games have shown conclusive results in a wide range of applications including group therapy (1992), the prevention of Type 2 diabetes and obesity among youths (2008), or again the effective treatment of chemotherapy-related anxieties in children and adolescents (1990), we seem to have come to a consensus that video games can indeed tangibly affect the behavior of players. 

In the game world, claims game designer Jane McGonigal, we become “the best version of ourselves, the most likely to persist, the most likely to help others”. Emotional immersion and total concentration, as natural consequences of compelling gameplay, represent a unique opportunity to introduce new behaviors and habits to the players thus resulting in skills acquisition. There is, in our case, an unprecedented chance at using such a powerful tool towards reaching, engaging, and training the future of manufacturing.


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Aminata N. Mbodj A First-Year PhD Candidate in Human-Centered Computing at Clemson University, Aminata is deeply fascinated by the humbling process of learning. Three questions keep her up at night: “Which cognitive processes do we use to build mental models of the world as we experience it?”, “To what extent can we use algorithms to map these structures out?”, “What resulting computing solutions are accessible, so as to optimize our everyday learning?”

How to Compete in Workforce Readiness…and Win.

When it comes to recruiting and retaining talent for skills-based careers, we don’t have a people problem, we have a skilled people problem. From aerospace and automotive to life sciences and cybersecurity/IT, this isn’t a new issue, even post-pandemic. In fact, US manufacturing activity surged to a 37-year high in March, with more than half a million jobs to fill.

This skills gap makes the ability for states to compete in industry recruitment fierce because on the top of every prospect’s list before they make their selection is: CAN YOU MEET MY WORKFORCE NEEDS

Companies want to know:

1. How did your state support workforce readiness for companies before them?

2. What skill sets are available in your state?

3. How are you addressing workforce development in K-12 to keep their pipeline going?

4. How are your business and education communities working together?


For most states, the answer to most of the above is, ‘not enough’. According to a study just published by Deloitte and The Manufacturing Institute, there will still be 2.1 million unfilled manufacturing jobs by 2030, costing our economy up to $1 trillion.  

“During my 30-year-career in economic and workforce development, there’s never been a more critical time to re-evaluate how we approach career awareness, skills development, and recruitment for America’s labor workforce. Doing more of what we did yesterday simply won’t work for the labor force of today…or tomorrow.” 

–Jerry Howard, President, InSite Consulting
Past President and CEO, Greenville Area Development Corporation

Innovate for tomorrow’s workforce, today.

A move for a company is risky if the workforce can’t scale quickly or be sustainable for the long haul. Today’s workforce also commands diversity, which means rural reach also has to be cracked finally. So as those at the helm of economic and workforce development efforts are tasked with more questions on how to attract and retain workforce-ready talent today and for years to come, they need to look for those answers from the 67.17 million talent pool they’re trying to recruit: Gen Z.

According to a study published in Forbes, 33% of kids who play video games say it inspired future careers, including science. Carnegie Mellon goes on to report that interactive activities are 6x more likely to help students learn. This means there’s a real opportunity here to collide career awareness and preparedness with gaming. And while educational gaming isn’t a new concept, games kids want to play with real word incentives for a better future, is.

chart of gen z stats


It’s a numbers game.

Today, 95% of 13-17-year-olds have access to a cell phone, even in rural areas. Ninety percent classify themselves as gamers, and 63% are concerned about jobs and unemployment. On top of all that, a majority feel their education should not be limited to the classroom, and that business should be stepping up to offer new forms of learning

By transforming skills development, career awareness, and job opportunities into mobile gaming technology, states, industry, and education can revolutionize how the next generation engages in – and views – skills-based careers at an earlier age.

A community has to have a skilled workforce to sustain a thriving community where people can live, work, and play. And according to a recent Site Selectors Guild’s conference, those states who lead the way, win.  

Game on.