Episode Overview
In this episode of the Duct Tape Marketing Podcast, John Jantsch interviews workplace futurist Alexandra Levit about her new book,
Make Schoolwork: Solving the American Youth Employment Crisis Through Work-Based Learning.
They explore how work-based learning, including apprenticeships, internships, and immersive real-world experiences, can bridge the growing gap between employers struggling to find skilled workers and young people facing underemployment after graduation.
As AI reshapes entry-level knowledge work and skilled trades face labor shortages, Alexandra makes the case that businesses of all sizes can build their own talent pipeline while strengthening their brand, culture, and community impact.
This episode is a practical guide for small and mid-sized business owners who are tired of chasing ready-made talent and want a smarter, more sustainable workforce strategy.
About Alexandra Levit
Alexandra Levit is a workplace futurist, author, and CEO of Inspiration at Work. She has written extensively about the future of work, talent intelligence, and workforce trends.
In Make Schoolwork, co-authored with GPS Education Partners, she outlines a scalable framework for work-based learning that connects students, employers, educators, and communities to address the American youth employment crisis.
Learn more at: makeschoolwork.org
What Is Work-Based Learning?
Work-based learning is education that takes place in a real-world work environment. It typically includes:
- Apprenticeships
- Internships
- One-to-one mentoring
- Immersive, skills-based workplace experiences
High-quality work-based learning is:
- Authentic to the student’s interests
- Immersive and hands-on
- Structured with clear learning objectives
- Designed to build both technical and interpersonal skills
Students gain practical abilities, such as operating equipment, integrating AI technologies, or mastering skilled trades, while also developing judgment, communication, and problem-solving capabilities.
The Youth Employment Crisis Explained
Alexandra describes a growing mismatch between open positions in the workforce, employers struggling to find qualified candidates, and young people who are unemployed or underemployed, even after earning four-year degrees.
Key contributing factors include:
- A cultural push toward universal four-year college enrollment
- Oversupply of graduates for traditional knowledge worker roles
- Declining entry-level hiring due to AI automation
- Persistent stigma around skilled trades
Meanwhile, industries like plumbing, carpentry, manufacturing, and technical trades offer strong starting pay, family-sustaining wages, career stability, and lower automation risk.
Work-based learning creates a direct pathway between students and real workforce demand.
Why This Matters in the Age of AI
AI is automating many entry-level knowledge jobs first. At the same time, roles that require complex physical movement, human-to-human interaction, skilled craftsmanship, and judgment and adaptability are far harder to replace.
Alexandra emphasizes that students who begin learning AI tools and robotics early can grow alongside the technology, developing practical integration skills that many experienced workers are still trying to catch up with.
Work-based learning does not compete with AI. It integrates AI into real workflows from day one.
The Employer Advantage: Building a Talent Pipeline
A Reliable Talent Pipeline
Instead of competing for scarce, ready-made talent, businesses can bring students in early, train them in company-specific processes, and develop loyalty and cultural fit.
Stronger Employer Branding
Participating businesses are seen as investing in their community, supporting local youth, and creating meaningful career pathways.
Improved Employee Engagement
Employees often thrive in mentorship roles. Acting as mentors increases engagement, develops leadership skills, and strengthens internal culture.
Long-Term Retention
Contrary to popular belief, young workers can be loyal when given clear growth opportunities, meaningful work, and competitive wages.
Many students who start at 16 or 17 through structured programs go on to build full careers with the same employer.
How Small Businesses Can Start
You do not need a complex corporate program to begin.
Step 1: Define the Outcome
Ask:
- What skills do we need long-term?
- What would success look like 2 to 3 years from now?
Step 2: Partner With a School or Program
Establish relationships with:
- Local high schools
- Community colleges
- Universities
- Work-based learning intermediaries (like GPS Education Partners)
Step 3: Avoid Random Acts of Work-Based Learning
Tours and one-off talks are helpful, but not enough. Create a structured plan with clear skill objectives, defined responsibilities, and a measurable timeline, such as a 10-week paid micro-internship.
Step 4: Leverage Existing Certifications
Use third-party certification programs to standardize skill acquisition, measure progress, and provide recognized credentials.
Addressing Concerns: Supervision, Liability, and Compliance
Common employer concerns include:
- Labor laws, especially for minors
- Transportation and scheduling
- Academic credit coordination
- Insurance and liability
Alexandra recommends working with experienced intermediaries, especially those familiar with local regulations, to avoid reinventing the wheel and ensure compliance.
Measuring Success
Key metrics for evaluating work-based learning initiatives include:
- Skill acquisition and certifications earned
- Retention rates post-program
- Conversion to full-time employment
- Employee engagement among mentors
- Workforce readiness improvements
Skill development is the most powerful and measurable indicator of success.
Key Takeaways
- The youth employment crisis is a mismatch problem, not a talent shortage.
- Four-year degrees are not the only path to meaningful, high-paying work.
- AI is reshaping entry-level jobs, increasing the need for adaptable, skills-based workers.
- Work-based learning builds loyalty, culture, and long-term workforce stability.
- Small businesses can start small, but must define outcomes clearly.
- Mentorship benefits existing employees as much as students.
Great Moments From the Episode
- 00:54 What work-based learning really means
- 02:25 The root cause of the youth employment crisis
- 04:19 The stigma around skilled trades
- 06:31 The human advantage over automation
- 08:45 Real-world success stories from GPS Education Partners
- 11:41 Why work-based learning builds loyalty
- 15:12 The underrated power of mentorship
- 19:55 Measuring skill acquisition as a success metric
- 22:21 Why AI integration must start early
Pulled Quotes
We don’t want random acts of work-based learning.
If you’re small and don’t have brand name recognition, this is how you build your own talent pipeline.
It’s as important to know what you don’t want to do as what you do.
