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Winners & Losers in Talent Attraction and Retention C2ER CONFERENCE 2017

Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

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Page 1: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Winners & Losers in Talent Attraction and Retention

C 2 E R C O N F E R E N C E 2 0 1 7

Page 2: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Presenters

Adrienne JohnsonDirector of Research,

Greater Memphis Chamber

Alivia MettsEconomist, Emsi

Page 3: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Why is Talent Attraction so important?

Page 4: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:
Page 5: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Talent Attraction

OUTLINE

New Research

New Data

Strategies

Page 6: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

What’s IncludedMETHODOLOGY

Net Migration

Overall Job Growth

Skilled Job Growth

Educational Attainment*

Regional Competitiveness

Annual Openings Per Capita

Page 7: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Top 10

Large Counties

(100k+ pop.)

Page 8: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

#595 Cook County, ILMaricopa County, AZ#1

Index Score

Growth for 25+ in Associate Degree or Above

Skilled Job Growth

Net Migration

Total Job Growth

Skilled Competitive Effect

Growth for 25+ in Associate Degree or Above

Index Score

Skilled Job Growth

Net Migration

Total Job Growth

Skilled Competitive Effect

Annual Openings per CapitaAnnual Openings per Capita

(Phoenix) (Chicago)

Large Counties (100k+ pop)

Page 9: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Top 10

Small Counties

(pop 5k-99k)

#1Cameron Parish, LA

92.1

#2McKenzie

County, ND17.4

#3Burke

County, GA15.1

#4Martin

County, TX12.8

#5Twiggs

County, GA11.8

#6Hartley

County, TX 10.9

#7Charlottesville City County, VA

10.8

#10Lancaster County, SC

9.9

#9Brown

County, IL10.0

#8La Salle

County, TX10.5

Page 10: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

#2,239 Mingo County, WVCameron Parish, LA#1

Index Score

Growth for 25+ in Associate Degree or Above

Skilled Job Growth

Net Migration

Total Job Growth

Skilled Competitive Effect

Growth for 25+ in Associate Degree or Above

Index Score

Skilled Job Growth

Net Migration

Total Job Growth

Skilled Competitive Effect

Annual Openings per CapitaAnnual Openings per Capita

Small Counties (pop 5k-99k)

Page 12: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Strategies for Building a Talent Pipeline

1. Talent Attraction: The 0- to 6- Month Strategy

2. Transferable Skills: The 6-Month to 2-Year Strategy

3. Technical & Certificate Programs: The 2- to 4-Year Strategy

4. Advanced Skill Sets: The 4- to 7- Year Strategy

5. Information Gap: The 7- to 10-Year Strategy

6. Starting Early: The 10- to 15-Year Strategy

Page 13: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

1Talent Attraction:The 0- to 6-Month Strategy

• F i n d w o r ke rs w h o g re w u p i n y o u r a re a

• Re l a t i ve s i n y o u r a re a

• A l u m n i ( b o t h h i g h s c h o o l a n d c o l l e ge s )

• P re v i o u s l y w o r ke d t h e re

Page 14: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

2Transferable Skills:The 6-Month to 2-Year Strategy

• M i n i m a l t ra i n i n g w i t h s i m i l a r s k i l l s e t s t h a t c o u l d t ra n s fe r t o n e e d e d p o s i t i o n s

• Pa r t n e r w i t h w o r k fo rc e d e ve l o p m e n t b o a rd s o r w o r k fo rc e t ra i n i n g c e n t e rs

Page 15: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

3Technical & Certificate Programs:The 2- to 4-Year Strategy

• Pa r t n e rs h i p b e t w e e n b u s i n e s s , E D O s , w o r k fo rc e b o a rd s , a n d c o l l e ge s

• P ro g ra m a l i g n m e n t

• L i fe l o n g e d u c a t i o n

Page 16: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

4Advanced Skill Sets:The 4- to 7- Year Strategy

• Pa r t n e r i n g w i t h 4 - y e a r c o l l e ge s a n d u n i ve rs i t i e s

• C re a t i n g c u r r i c u l u m t h a t h a s l o n ge v i t y

Page 17: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

5Information Gap:The 7- to 10-Year Strategy

• I nve st i n J u n i o r H i g h a n d H i g h S c h o o l p ro g ra m s t h a t a l i g n t o w o r k fo rc e n e e d s

• M a ke s t u d e n t s a w a re o f t h e re a l - l i fe l a b o r m a r ke t o p p o r t u n i t i e s i n y o u r a re a

Page 18: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

6Starting Early:The 10- to 15- Year Strategy

• Ea r l y e d u c a t i o n

• S T E M f i e l d s

• C o m p u t e r k n o w l e d ge ( n o n - S T E M f i e l d s )

Page 19: Winners & Losers in Talent Attraction and Retention · 2017-06-19 · Strategies for Building a Talent Pipeline 1. Talent Attraction: The 0- to 6- Month Strategy 2. Transferable Skills:

Thank You

Alivia Metts

Emsi

[email protected]

208-277-6940

Adrienne Johnson

Greater Memphis Chamber

[email protected]

901-543-3500