Presented by Subira Willock at the Human Resource Management Association of Trinidad and Tobago (HRMATT) 9th Biennal Conference and Exhibiton at Trinidad Hilton May 13th and 14th 2013

1. SUBIRA WILLOCK
HRMATT’s 9th Biennial Conference
Hilton Trinidad & Conference Center
14th May, 2013

2. Introduction
Local Skill Shortages
Economic and Individual Impacts
Trinidad and Tobago diaspora
Accessing overseas nationals
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 2

3. Worker shortage affecting local fast-
food industry – April 2013
Suitable candidates hard to find,
says Teaching Service Commission –
Feb 2013
Fuad Khan laments shortage of
pathologists - Jan 2013
TTUTA: Expect teacher shortage
soon – Dec 2012
Printing and packaging suffering
20% labour shortage – Oct 2012
Hearing-impaired students’ lament:
Shortage of sign language
interpreters – Sep 2012
PSA wants WASA vacancies filled –
Aug 2012
Finding Cure for Nurses Shortage -
July 2012
Severe shortage in security firms –
July 2012
2,900 nursing vacancies exist in
T&T – May 2012
Top traffic cop laments manpower
shortage – May 2012

4. As outlined by the Ministry of Public Administration Development Needs list
CATEGORY 1
Demand exceeds supply by over 60%
1.Healthcare
2.Petroleum and Mining
3.Education
CATEGORY 2
Demand exceeds supply by approximately 30% to 40%
1.Finance, Insurance, Real Estate and Business Services
2.Agriculture
3.Cultural Community Services and Personal Services, Dance, Theatre
and Film
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5. Vacancies remain unfilled despite attractive
working conditions
Adverse effects on current workforce
productivity
Stymies national and organizational growth
Increased hiring cost per skilled worker
Direct impact on quality of output and
individual consumption
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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6. Maintain a long-term perspective on skills
development
Facilitate entrance for skilled migrants
Access potential workers outside the local
market
Overseas Trinidad and Tobago citizens
CARICOM Nationals
Foreign Nationals / Expatriates
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7. An estimated 314,538 citizens born in Trinidad and Tobago now reside in the
United States, Canada and the United Kingdom – not including undocumented or
illegal residents
Immigrant Population By Place Of Birth - Trinidad And Tobago
CASE STUDY: United States Of America
The largest populations of Trinidad and Tobago nationals are concentrated in these
states:
New York
New Jersey
Maryland
Florida
Massachusetts
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225,998
65,540
23,000
USA
CANADA
UK

8. 8
TOTAL POPULATION 225,998
Male 43%
Female 57%
0 to 17
years
4%
18 to 24
years
7%
25 to 34
years
15%
35 to 44
years
20%
45 to 54
years
24%
55 and
over
30%
EDUCATIONAL ATTAINMENT
Population 25 years and over 202,513
Some college or associate's degree 30%
Bachelor's degree 14%
Graduate or professional degree 8%
57% are naturalized United States citizens
Of the group 16 and over, 8% are unemployed
22% do not have health insurance
10% of this population have a known disability

9. 9
INDUSTRY
Civilian employed population 16 years and over 140,151
Educational services, health care and social assistance 33%
Retail trade 10%
Professional, scientific, management, administrative and waste management services 10%
Public administration, Information and Wholesale trade 9%
Transportation and warehousing, and utilities 8%
Finance and insurance, and real estate and rental and leasing 8%
Other services (except public administration) 7%
Construction 5%
Arts, entertainment, recreation, accommodation and food services 5%
Manufacturing 5%
Agriculture, forestry, fishing and hunting, and mining 0%
Median household income:
$50,607 USD / ANNUAL
$303,642 TTD / YR
$25,304 TTD / MTH
Median family income:
$59,340 USD / ANNUAL
$356,040 TTD / YR
$29,670 TTD / MTH
Individual income per capita:
$31,469 USD / ANNUAL
$188,814 TTD / YR
$15,735 TTD / MTH

10. 41% Male and 59% Female
52% in the 21-29 age range, 41% in the 30-39 range and 7% in
the 40-49 bracket
83% are permanent residents, on a work permit, student visa or
OPT
17% are US or Canadian Citizens
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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72%
31%
17%
Employed
In School
Unemployed
Employment Status as of April 2013

11. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Friends or Family 84%
Online job boards 40%
Networking Groups 36%
Newspaper or Classifieds 24%
University or College website 8%
Listservs 4%
46%
29%
21%
4%
Education Level
Undergraduate Degree Graduate Degree
Some Graduate School Some College
How do you find out about job opportunities in the Caribbean?

12. 82% said it is difficult to find job vacancies online (in a
centralized location)
46% said it is ‘very hard’ and 18% ‘some what difficult’
to obtain a job interview while located overseas
57% said it is difficult to secure an employment offer
while located overseas
Ranking the level of importance in the decision to
accept an employment offer (1 being the highest)
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Base salary above local employee rate (in same position) 1
Health Benefits (medical, vision, dental) 2
Relocation incentives or services 3
Transportation allowance or benefits 4
Housing Assistance 5
Access to Training or Continuing Education 6

13. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Opportunities for upward growth and mobility
Medical benefits
Ability to working for/with forward thinking individuals
An organization that keeps pace with technology
A company with a regional network (Caribbean/Latin
America/North America)
Market rate compensation
A defined performance based environment
International collaboration and travel
Work environment conducive to productivity
Mentorship
Performance bonuses
High level of responsibility, based on experience

14. Online Communities
Offer attractive rewards
Upgrade hiring practices
Implement recruiting technology
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15. Affordable compensation
Ready to mould
Fresh Skills
New perspectives
Ability to adapt to change
Succession planning
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16. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Experiences in developed markets
Global perspectives adding to workforce diversity
Technical knowledge transfer
Contribute to organizational growth
Access point for international business
Familiarity with local culture
Work permit and sponsorship costs eliminated
Return on investment

17. Organizational brands should define or examine The Employee Value Proposition to
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• Attract and retain top
talent
• Appeal to different markets
and difficult talent
segments
• Re-engage a disenchanted
workforce
• Prioritizes the HR agenda
• Create a strong people-
focused brand
• Reduces new hire
premiums

18. 3Thingsyou can start doingtomorrow
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1. Define your Employer brand identity and EVP
2. Begin building a pipeline of talented prospects
3. Connect to the hub of talent activity

19. Speaker’s Contact Info
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Phone: (347)-663-3215
E-mail: s.willock@corporatepipeline.com
Website: www.corporatepipeline.com
LinkedIn: Subira Willock