Growing Your Workforce: Attraction, Development and Retention
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Executive Director Steven Tobin was a keynote speaker at the Growing Your Workforce Conference hosted by Workforce Planning West and Learning Networks of Western Region.
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Growing Your Workforce: Attraction, Development and Retention
- 1. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Growing Your Workforce: Attraction, Development and Retention 23 October 2019
- 2. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Outline 1. Current snapshot 2. What does the future old? 3. What can we do?
- 3. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Unemployment rate is lower than rest of Canada 5.6% 6.0%
- 4. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL With some regional variation in unemployment 2.0% 2.5% 3.0% 3.5% 4.0% 4.5% 5.0% 5.5% 6.0% 6.5% Starford-Bruce Penisula Kitchener-Waterloo-Barrie Ottawa Northwest Kingston-Pembroke Hamilton-Niagara Penisula London Windsor-Sarnia Rest of Canada Toronto Muskoka-Kawarthas Northeast
- 5. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL … and job vacancy growth -10.0% -5.0% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% Starford-Bruce Penisula Windsor-Sarnia Hamilton-Niagara Penisula Muskoka-Kawarthas Northwest Kitchener-Waterloo-Barrie London Ontario Toronto Ottawa Kingston-Pembroke Northeast Q2 2019 vs Q2 2018
- 6. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Top employer challenges 21% 35% 39% Succession Planning Finding skilled workers Retaining workers
- 7. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Outline 1. Current snapshot 2. What does the future look like? 3. What can we do?
- 8. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL The robots are coming? vs
- 9. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Too many workers? Jobs: 9% - 42% affected by automation Tasks: Up to 50% of work activities at risk
- 10. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Not enough workers? 0% 10% 20% 30% 40% 50% Ontario Canada 1995-2019 2019-2043 Labour force growth: Past trends and future scenarios
- 11. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Not enough workers? 0% 10% 20% 30% 40% 50% Ontario Canada 1995-2019 2019-2043 Labour force growth: Past trends and future scenarios
- 12. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL There’s more to it than education 20% 22% 24% 26% 28% 30% 32% 34% 36% 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Ontario Canada *Overqualified is defined as employer persons with an educational level greater than required by their current occupation (as defined by the NOC skill level). Share of over-qualified workers
- 13. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL What we do know Workforce attraction/retention 1. People and occupations are not the same thing 2. Population ageing is here to stay Workforce Development 1. New occupations are always emerging 2. Increased emphasis on skills
- 14. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Outline 1. Current snapshot 2. What does the future look like? 3. What can we do?
- 15. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL What can we do: Multipronged strategy 1. Immigration, women, older workers, Indigenous peoples, persons with disabilities….
- 16. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Attraction + Retention: Multipronged strategy is required 0% 10% 20% 30% No Economic Migrants Close gap with Canada 55+ gap cut in half Gender gap Labour force growth: Illustrative scenarios 2043
- 17. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Attraction + Retention: Multipronged strategy is required 0% 10% 20% 30% No Economic Migrants Close gap with Canada 55+ gap cut in half Gender gap Labour force growth: Illustrative scenarios 2043
- 18. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Attraction + Retention: Multipronged strategy is required 0% 10% 20% 30% No Economic Migrants Close gap with Canada 55+ gap cut in half Gender gap Labour force growth: Illustrative scenarios 2043
- 19. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Attraction + Retention: Multipronged strategy is required 0% 10% 20% 30% No Economic Migrants Close gap with Canada 55+ gap cut in half Gender gap Labour force growth: Illustrative scenarios 2043
- 20. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL What can we do: Better information on skills 2. Improve our understandings of how jobs are changing through the lens of skills NOC
- 21. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Understanding skills: Being more precise 1. Skills definitions? Limited and confusing Multiple taxonomies (“soft skills”, “essential skills”, “technical skills”, “transferable skills”, hard skills”, “STEM skills”, etc.) 2. Measurement challenges
- 22. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Mapping approaches being explored Potential Approaches Examples Description Consult occupational experts O*NET Experts review data from a variety of sources (surveys, job postings, academic literature) and assign skills to occupations Survey workers directly O*NET Individuals self-assess skills in their current role/occupation Leverage web-scraped data Nesta, LinkedIn After coding online job postings with NOC, the data are empirically associated with skills (e.g., incidence rate) Hybrid of the above ? To be determined
- 23. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL What can we do: Moving beyond socio-demographics 3. Target the disadvantage not just the disadvantaged
- 24. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL What can we do: Program design Systematic gathering of data, including control groups Impact evaluations: Beyond monitoring that allow for the identification of “what works” and in which context Time matters
- 25. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Conclusion 1. Multi-tiered strategy for workforce attraction and retention – that focuses on barriers 2. Refined understanding of skills are key to helping worker transitions 3. Moving beyond nets and averages 4. We can do better to build lessons for the future
- 26. LABOUR MARKET INFORMATION COUNCIL CONSEIL DE L’INFORMATION SUR LE MARCHÉ DU TRAVAIL Contact www.lmic-cimt.ca steven.tobin@lmic-cimt.ca @StevenTobinLMIC