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Center for workforce solutions (staffing association)

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2018 MNRSA Seminar presentation from the Minnesota Chamber of Commerce.

This presentation focuses on workforce solutions, how to find employees that are qualified and the right fit for your company. This presentation is specified to the Minnesota workforce, including statistics.

Published in: Business
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Center for workforce solutions (staffing association)

  1. 1. MINNESOTA’S WORKFORCE CHALLENGES MINNESOTA RECRUITING & STAFFING ASSOCIATION AUGUST 21, 2018
  2. 2. WHAT IS THE GROW MN!® PARTNERSHIP? Business Retention Business Assistance Statewide: 74 local partners 15 years old
  3. 3. GROW MN!® PARTNERSHIP 2003-PRESENT 11,254 business retention visits 2,164 businesses assisted 19,692 jobs protected 214 Metro 3,652 Metro 7,602 Greater MN
  4. 4. GROW MN!® PARTNERSHIP 2017 671 business retention visits 189 businesses assisted 373 jobs protected 214 Metro 457 Greater MN 214 Metro 457 Greater MN
  5. 5. GROW MN!® PARTNERSHIP LEADING INDICATORS Innovation: New products? New services? Exports: To U.S.? To the world? Investment: Equipment? Expansion? New facilities? Workforce: Right skills? Right supply?
  6. 6. WORKFORCE BENCHMARKS
  7. 7. JOB GROWTH Percentage of businesses adding jobs last year Source: Grow MN! Program 40% 48% 53% 52% 39% 48% 35% 38% 41% 37% 43% 40% 2013 2014 2015 2016 2017 2018 Metro Greater MN
  8. 8. 2018-19 JOBS OUTLOOK Percentage of businesses expecting to add jobs in next 12 months Source: Grow MN! Program 43% 51% 1% 2% 51% 43% 4% 3% Metro Greater MN Be relatively stable Decrease Increase Unsure
  9. 9. TROUBLE FILLING JOBS CONTINUES Percentage of businesses reporting difficulty finding employees Source: Grow MN! Program 13% 63% 26% 75% 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Metro Greater MN
  10. 10. LABOR SHORTAGE CONSTRAINING GROWTH • Manufacturer in Greater MN • Company has permitting and approval for a $6 million expansion, but won’t proceed because they can’t fill the jobs it would create • 11,000 work hours behind schedule – can’t take on new customers • Twin Cities Engineering firm • Experiencing 9-10% annual growth. Markets are growing but cannot find people, particularly engineers & technicians. Greatest challenge to doing business..
  11. 11. WHAT’S DRIVING LABOR SHORTAGE? 62,250 BY 2020 3.1% 80-90% 0.1% MN unemployment rate (12th lowest in nation) Labor force participation rate for Minnesotans aged 20-59 Projected MN labor force growth rate between 2020-2025 Source: DEED, Labor Market Statistics, 2018
  12. 12. SLOWING LABOR FORCE GROWTH Report and appendices available for download at http://z.umn.edu/immigrantworkforce Worsening gap between the number of jobs available in Minnesota and the number of workers present to work at those jobs Shortage of workers could decrease economic growth Actual and Projected Minnesota Labor Force and Employment, 1990-2024 Note: Based on historical and projected employment and labor force data by the Minnesota Department of Employment and Economic Development.
  13. 13. JOBS IN DEMAND IN METRO Current Demand Rank Job Title MN Projected Growth Rate (10yr) Education Requirements 1 Retail Salespersons 5.8% < High school 2 Personal Care Aides 25.3% < High school 3 Registered Nurses 13% AA degree 4 Food Preparation and Serving Workers 9.7% < High school 5 First-line Supervisors of Food Prep Workers 9.1% High School/GED 6 Cashiers -0.6% < High school 7 Stock Clerks and Order Fillers 0.7% < High school 8 First-line Supervisors of Retail Workers 3.1% High School/GED 9 Laborers & Freight, Stock, & Material Movers -0.8% < High school 10 Software Developers 9.7% Bachelors degree DEED Occupations in Demand, 2018
  14. 14. MOST ENTRY LEVEL JOBS REQUIRE TWO YEARS OR LESS Education required for entry-level positions Source: Grow MN! Program
  15. 15. FINDING WORKERS: WHAT’S WORKING IN MN? Challenges • Senior staff retiring in next five years • “Poaching” by other firms • Too few candidates… • …especially so for physically demanding jobs • Skills gap • Recruiting professionals to relocate to Minnesota Strategies • Partner with local schools • Internships • Promote from within • Staffing agencies • Referrals by existing employees • Increase wages • Refugee employment programs • Automation/robotics • Must go beyond public policy Source: Grow MN! Program
  16. 16. CENTER FOR WORKFORCE SOLUTIONS Better “tapping” of existing workforce talent • MN Job Match • Workforce Summit – Annual Education • Hidden Talent Pools • Automation Best Practices • MN Job Honor Awards Cultivate future workforce • Real Time Talent • Business Education Networks (BEN) • Immigration reform
  17. 17. What is MN Job Match? mnjobmatch.com • One pillar of the Center for Workforce Solutions • Revolutionary technology • Scores, screens and stack ranks every candidate and job instantly • Current industry focus: Health care and Manufacturing
  18. 18. Benefits to employers mnjobmatch.com • $39 for jobs, $19 for internships • Introduction to seven qualified candidates/posting • 30-day job posting • EEOC compliant reporting • Easily-shared across social media channels • Integration with candidate tracking systems (ATS) • Money back guarantee
  19. 19. Benefits to job-seekers mnjobmatch.com • Unique job profile based on skills and interests • Access to job matching technology • Create a profile with or without a resume; or • apply directly to any position • Only seven active candidates are notified when they are a qualified match • Free service to job-seekers
  20. 20. Featured jobs and opportunity details mnjobmatch.com
  21. 21. Select job title(s) mnjobmatch.com MN Job Match will suggest job titles by scanning resumes and job descriptions. Built upon 1,400 Department of Labor job titles and over 100,000 job characteristics.
  22. 22. Customized questionnaire mnjobmatch.com • Parallel questions asked of employers and candidates based on work preferences and skills. • Concentrated on job characteristics and activities, plus questions on organization culture. • Answer average of 20-30 questions on specific job skill requirements. • No more than 15 minutes to complete for employers; five minutes for candidates.
  23. 23. Customized questionnaire mnjobmatch.com
  24. 24. Employer dashboard mnjobmatch.com • All candidates are screened, scored, and stack- ranked within seconds using patented WorkFountain technology • Employers receive up to seven system matches with Fit Assessments for every candidate. • Simply click “Take Action” to move any candidate through any stage in the hiring process.
  25. 25. Employer dashboard mnjobmatch.com
  26. 26. Candidate dashboard mnjobmatch.com • Applications will be screened and scored within seconds using patented technology. • Dashboards will offer active positions that meet or exceed interests, experience and location based on the completed. • Review each position and its alignment to career goals by clicking View Fit Assessment.
  27. 27. Candidate dashboard mnjobmatch.com
  28. 28. mnjobmatch.com
  29. 29. mnjobmatch.com The “Fit Assessment” Job Seekers • For the first time ever, they receive immediate, unbiased feedback on their application Employers • Review candidate based on skill, ability, and interest alignment • Accelerate hiring without sacrificing time, quality, or applicant diversity • Furnish a standardized view and comparison of the information needed to make an initial candidate assessment
  30. 30. WORKFORCE SUMMIT & MN JOB HONOR AWARDS Annual education & recognition opportunities • Present strategies for tapping underutilized pockets of the workforce, e.g. • New immigrants • People with disabilities • Ex-offenders • Retirees • Make connections: employers & employment service providers • Share latest techniques in automation • MN Job Honor Awards: Celebrate success stories!
  31. 31. REAL TIME TALENT Information “hub” to… • Track real-time data on labor demand • Businesses: accurate assessments of local labor markets • Trainers: know exactly what businesses need, now! • Identify and promote tools to solve workforce challenge • Provide future trends information to support business decisions
  32. 32. BUSINESS EDUCATION NETWORKS (BEN) Creating persistent relationships • Connecting employers with high school & college students • Building stronger links to educators and trainers • Local focus – solutions-driven • Additional resources for local efforts through integrated approach – best practices, financial, etc. • Pilots: Winona, Brainerd, Waconia, plus eight more. St. Cloud is newest partner!
  33. 33. MINNESOTA’S IMMIGRANTS Key to our 21st Century Workforce Source: U.S. Census via mncompass.org
  34. 34. POPULATION & WORKFORCE In 2040, the number of deaths in MN > than the number of births! MN becomes dependent upon in- migration for population growth Projected Annual Population Change in Minnesota, 2015-2070 Report and appendices available for download at http://z.umn.edu/immigrantworkforce -10,000 -5,000 0 5,000 10,000 15,000 20,000 25,000 30,000 35,000 2015 2018 2021 2024 2027 2030 2033 2036 2039 2042 2045 2048 2051 2054 2057 2060 2063 2066 2069 Natural Change (Births - Deaths) Net Migration
  35. 35. INTERNATIONAL MIGRATION: DRIVING GROWTH 3251 9344 -6,093 7577 11935 -4,358 -8,000 -6,000 -4,000 -2,000 0 2,000 4,000 6,000 8,000 10,000 12,000 14,000 2005-2010 2010-2013 Total Net International Net Domestic Net Average Annual Net Migration to Minnesota Average Annual Net Migration to Minnesota Source: U.S. Census Bureau, Population Estimates Program, Minnesota State Demographic Center
  36. 36. MN’S FOREIGN BORN – GETTING YOUNGER 3.3% 8.5% 12.6% 3.1% 3.1% 4.8% 0% 2% 4% 6% 8% 10% 12% 14% 1990 2000 2006 25-34 55-64 PUMS micro data from 1990 & 2000 Census & 2006 ACS
  37. 37. FEDERAL IMMIGRATION REFORM… FOUR PARTS • Streamline Administration • E-Verify = Employment eligibility verification • Issuance of work-related visas • Responsiveness to economic change • Replace fixed quotas with dynamic system • More visas for skilled workers, STEM • Recognize differences among industries, e.g. agriculture • Earned status for unauthorized workers • Secure borders = See above
  38. 38. MN WORKFORCE FIX – NO SILVER BULLETS A state legislative solution is not likely but other solutions may be…. • Real time workforce data • Business persistence with educators and trainers • One-on-one assistance • Business to rethink hiring practices • Tap under-utilized pools • Rethink how matches are made • Federal immigration reform
  39. 39. THANK YOU! QUESTIONS? VICKI STUTE, VICE PRESIDENT PROGRAMS & BUSINESS SERVICES 651.292.3908 VSTUTE@MNCHAMBER.COM

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