Governments are investing billions into workforce development programs to close critical labour gaps in skilled jobs.
Most workforce programs are built around one assumption:
If we train enough jobseekers, the hiring problem will fix itself.
So the model goes like this:
- Train candidates in classrooms or bootcamps or online
- Certify them on general non-technical knowledge
- Push them into open roles
This push model sounds logical—but for skilled roles like CNC machining – it breaks down fast.
Why? Because these roles require access to real equipment, experienced coaches, and learning that’s integrated into actual production work. You can’t fully prepare someone for that outside the workplace.
But the problem isn’t just about the mismatch between training environments and real jobs. The workplace itself often isn’t ready either.
Why Many Companies Stall on Hiring or Upskilling
Even when there’s a need, employers often hesitate to take action—and for good reason:
- Onboarding is time-consuming. Without a clear structure, bringing someone new up to speed takes constant oversight from senior staff.
- Internal trainers aren’t always effective. Skilled machinists may be great at their jobs but haven’t been taught how to coach others.
- Training pulls people off the job. Whether it’s the trainee or the trainer, time away from production feels costly.
- There’s no starting point. Building your own training plan from scratch takes time, money, and resources most companies don’t have.
- It’s hard to find the perfect candidate. So instead of investing in someone with potential, companies wait for a unicorn who can hit the ground running.
All of this adds friction. It makes it harder to say yes—to hiring, to upskilling, to growth.
That’s why WBLC takes a different approach.
A Better Model: Build the System First
Instead of trying to fix the worker, we help fix the system around them.
WBLC works directly with manufacturers to create a structured, repeatable process for building CNC talent—whether it’s a new hire or an internal employee transitioning into a more skilled role.
Here’s how the system works:
Technical Trainers Learn How to Coach
We run a Technical Training Effectiveness Workshop to equip your internal experts with job instruction skills—so they can teach while staying productive on the floor.
Learning Is Aligned to Real Production Work
Trainees follow a clear ‘hybrid learning’ path per an industry-defined job standard:
- eLearning modules for core concepts, with weekly shop floor assignments tied to real task
- Coaching by Company Technical Trainers on practical skills
- A final hands-on certification assessment
This works for both new hires and current employees being upskilled.
Screen Jobseekers for Aptitude and Attitude Upfront
Using our Assure-Job-Fit™ assessment, we help you identify people with strong potential—before you hire them or enroll them in training. You start with better candidates, and you train them faster.
Employees Contribute to Production While They Learn
Trainees stay on the job while learning—no long classroom detours. That means faster ramp-up, less downtime, and visible impact in just 12 weeks.
The Result? Less Friction. More Growth.
When companies have a proven structure:
- Hiring feels less risky
- Upskilling becomes practical
- Trainers are more effective
- Trainees ramp up faster
- Retention improves
This isn’t just about curriculum or content. It’s about making workforce development something your team can actually do—and benefit from.
To solve the skills gap, we need to stop pushing people in from the outside. We need to build systems that pull them in—and help them grow—on the inside.