Webinar: Acquire & Retain Talent, Despite the Skills Gap
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Webinar: Acquire & Retain Talent, Despite the Skills Gap
- 1. Adecco Staffing, USA — HRCI Webinar Series | 05.19.15 Attract and Retain Talent, Despite the Skills Gap
- 2. Click to edit Master title style • Transition slide title Meet the Presenters
- 3. 3 Gary Beach Publisher Emeritus, CIO magazine Author, “The U.S. Technology Skills Gap” garybeachcio@gmail.com @gbeachcio In his role as publisher emeritus for IDG’s CIO magazine, Gary Beach is a highly regarded spokesperson throughout the United States and global technology industry. He has appeared often on CNBC’s Squawk on the Street program, and for four years, aired technology commentaries on National Public Radio’s All Things Considered and Morning Edition programs. In 1994, from the Roosevelt Room of the White House, Gary launched Tech Corps, a non-profit that continues to challenge IT executives to introduce and share the excitement of technology with young Americans. He remains chairman of the board of Tech Corps. Meet the Presenters: Gary Beach
- 4. 4 “The U.S. Technology Skills Gap” http://amzn.to/1JMERls Purchase here:
- 5. 5 Lou Franco Software Industry Veteran Co- Author of Hello! iOS Development @LouFranco loumfranco@gmail.com Lou Franco is a software industry veteran with expertise in agile development practices, technical recruiting, programming for startups, mobile development and product management. Mr. Franco has served on the leadership teams of three start- ups with a successful exit each time. For over a decade, Mr. Franco has developed mobile solutions starting with Windows and Java based PDAs, and has been developing for iOS since 2008. Mr. Franco is co-author of Hello! iOS Development, a book for beginner programmers and published by Manning. He has also been a lead and contributing inventor on issued patents related to spreadsheets and rich internet applications. Today, Mr. Franco is a member of the iOS technical staff at Trello. Meet the Presenters: Lou Franco
- 7. Slide title sentence case 7 Jesse Wright Senior Leader in Technical Staffing Recruiting and Sales, Adecco USA jesse.wright@adeccona.com Jesse Wright has spent the last 15 years working in progressively responsible roles within the professional and technical staffing industry. He has experience as an engineering recruiter, sales executive, large account manager, national sales and branch manager. Today, Mr. Wright’s primary responsibility is driving recruitment strategy at the regional and national level. He works with a team of recruiting leaders to develop world-class training programs, manage the performance and metrics for a national team of field recruiters, establish fulfillment strategies for key accounts and develop key partnerships with industry associations and educational institutions to build candidate pipelines. Meet the Presenters: Jesse Wright
- 8. 8 Webinar Agenda 1. What is the skills gap? a. Causes of the skills gap b. Disputing the skills gap 2. Which fields are experiencing the gap? 1. How can we measure the gap? 1. Strategic solutions for closing the gap 1. Q&A
- 9. Click to edit Master title style • Transition slide title At Adecco Staffing, USA we offer flexible staffing solutions, expert leadership and a commitment to diversity and inclusion to help companies realize new possibilities in the workplace. Who is Adecco Staffing, USA?
- 10. 10 Who is Adecco Staffing, USA? As the world’s leading provider of HR solutions, we inspire individuals and organizations to work more effectively and efficiently. We partner with small and mid-sized businesses, as well as Fortune 500 companies across major industries, such as:
- 11. 11 Who is Adecco Engineering & Technology? We are a specialty division within Adecco, the world’s leading provider of HR solutions. Our specialty division, Adecco Engineering & Technology, focuses specifically on staffing and recruitment services for professionals in this industry. Some of the positions we most often recruit for include: •R&D Engineers •Process & Industrial/Manufacturing Engineers •Quality & Testing Engineers •Software design & Validation Engineers •Technical & Operational Support Engineers •Architectural & Civil Engineers •Project Managers & Business Analysts •Application & Software Developers •Networking & Server Administrators •Database Developers & Administrators •Web Designers •IT Help Desk Support
- 12. Click to edit Master title style • Transition slide title What is the skills gap? The skills gap is a perceived mismatch between the needs of employers for skilled talent and the skills possessed by the available workforce. - The American Staffing Association
- 13. 13 The Business Roundtable, a respected organization whose members are the CEOs of the nation's 250 largest firms, recently surveyed membership and found 97% claim the skills gap is a serious "challenge" to their firm. Hubspot, a Boston based web marketing firm, was recently so concerned about the skills gap that it instituted an employee referral program for software developers where if an employee referred a software developer who was hired, and stayed six months, the employee who referred the software developer got a $30,000 bonus! What is the skills gap?
- 14. 14 • Nearly nine million people are actively seeking employment. • Nearly five million jobs are going unfilled. • Only six out of 10 working-age individuals are employed or seeking a job. • U.S. employers are taking nearly 25 working days fill open positions. • The average time to fill IT positions is now 70 days. What is the skills gap?
- 15. 15 • Shortage of skilled talent • Lack of on-the-job training • Wages insufficient to attract specialized talent • Students are not being properly prepared for the real world of work • Post-recession employer caution Causes of the skills gap
- 16. 16 Causes of the skills gap
- 17. 17 • The world of competency-based credentials is confusing, making it difficult for employees and employers to know the validity of many credentials or the skills they embody. • Education opportunities in many regions do not align with the regional job markets, with mismatches occurring between job training programs and needs. • Many companies may be missing qualified job applicants because their screening systems rely too much on traditional measures such as educational attainment and length of years in the workforce. Closing America’s Skills Gap: A Business Roundtable Vision and Action Plan. Businessroundtable.org/sites/default/files/reports/BRT-SkillGap.pdf Causes of the skills gap
- 18. 18 The New York Times editorial board ran an editorial on 13 June, 2013 that said the skills gap was "mostly corporate fiction" created by employers who are either too selective in who they hire, too stingy with wages or are not willing to offer comprehensive corporate training and development. Peter Capelli, University of Pennsylvania professor and author of "Why Good People Can't Get Good Jobs" claims that he "laughs out loud" at the idea of a skills gap because he tracks no increase in wages or lengthening of the work week, two things that would happen if there were a skills gap. Denying the skills gap * - U.S. Bureau of Labor Statistics report, January 2014 release: http://www.bls.gov/news.release/pdf/empsit.pdf ** - http://www.kiplinger.com/tool/business/T019-S000-kiplinger-s-economic-outlooks/
- 19. Click to edit Master title style • Transition slide title Which fields are experiencing a “gap”?
- 20. 20 STEM (Science, Technology, Engineering & Math) Vocational/Trade/Skilled Labor “Soft” Skills Nursing Digital Marketing Which fields are experiencing a gap?
- 21. 21 Which fields are experiencing a gap? 2011 Institute for the Future for University of Phoenix Research Institute
- 22. Click to edit Master title style • Transition slide title How can we measure the skills gap?
- 23. 23 How can we measure the skills gap? Gary Beach, 2015
- 24. 24 How can we measure the skills gap?
- 25. Click to edit Master title style • Transition slide title Strategic solutions for closing the skills gap
- 26. 26 • Public/Private Partnerships • Corporate apprenticeships or training programs • High school career track programs • Political commitment and taxpayer willingness to reform the educational system Bridge the skills gap: Macro solutions
- 27. 27 • Establish a reputation as an employer of choice • Offer nontraditional benefits • No-cost and low-cost recognition for performance • Communicate creatively and openly • Communicate the big picture, and the little picture too • Provide consistent training Acquiring & retaining talent amid the skills gap:
- 28. 28 1. Staffing agencies have valuable industry expertise 2. Staffing services lead to faster hiring process 3. Some staffing companies offer a wide array of free skills training to their associates 4. Working with recruiters reduces friction among hiring managers 5. Using staffing agency services = less rogue spending Use a staffing company for hard-to-fill vacancies
- 29. Click to edit Master title style • Transition slide title Q&A
- 30. 30 Connect with us. Thank You for Attending. Gary Beach @gbeachcio Lou Franco @LouFranco Jesse Wright jesse.wright@adeccona.com
Editor's Notes
- Presenter Notes: ReadyTalk operater to read webinar title. Meredith: Meredith to welcome everyone and thank them for taking the time out of their busy schedules to join in. Mention the following: A link for presentation download – both slides and video – and HRCI credit redemption information will be emailed to each participant within 24 hours following the webinar In the last 10 minutes of the webinar will have a Q&A with our guest panelist. Questions can be asked at any time by typing into the chat room. A moderator will be recording questions. If your question is not answered, we will be writing a follow-up blog post in the next few days in which our panelists will answer those questions For anyone on Twitter, we’ll be live tweeting the webinar under the handle @AdeccoUSA, using the hashtag #Adeccowebinar. Feel free to join in the conversation
- Presenter Notes: Gary Beach is publisher emeritus for CIO Magazine. In 1994 he founded Tech Corps, a non-profit, and the nation’s longest standing group challenging IT workers to volunteer time to public schools. As spokesperson for CIO Magazine, he has appeared on CNBC “Squawk Box”, “Squawk on the Street” and “Closing Bell” programs addressing technology investment trends. From 1999 – 2002 he was a regular technology commentator on National Public Radio’s “All Things Considered” and “Morning Edition” programs.
- Presenter Notes: Meredith: In 2013 Gary published The U.S. Technology Skills Gap” which has been applauded as the best contextual account of STEM education that’s been written. The book examines the history of the science and math skills gap in America, explains why decades of astute warnings were ignored, provides inspiring examples of private company efforts to supplement public education and a 10-step action plan designed to solve the problem.
- Presenter Notes: Meredith Lou Franco is a software industry veteran with expertise in agile development practices, technical recruiting, programming for startups, mobile development and product management. Having served on the leadership teams of three successful startups, Mr. Franco is now a member of the iOS technical staff at Trello.
- Presenter Notes: Meredith: Mr. Franco is co-author of Hello! iOS Development, a tutorial designed for novice iOS developers. With user-friendly cartoons and illustrations, this entertaining book will guide you step-by-step as you write your first apps for the iPhone and iPad and add them to the App Store.
- Presenter Notes: Meredith: Jesse Wright has spent the last 15 years working in progressively responsible roles within the professional and technical staffing industry. He has experience as an engineering recruiter, sales executive, large account manager, national sales and branch manager. Today, Mr. Wright’s primary responsibility is driving recruitment strategy at the regional and national level. He works with a team of recruiting leaders to develop world-class training programs, manage the performance and metrics for a national team of field recruiters, establish fulfillment strategies for key accounts and develop key partnerships with industry associations and educational institutions to build candidate pipelines.
- Presenter Notes: Meredith: Read agenda Read first poll question. Kick it over to Jesse.
- Presenter Notes: Jesse: Read verbatim
- Presenter Notes: Jesse: Read verbatim
- Presenter Notes: Jesse: Read verbatim
- Presenter Notes: Jesse: Now, let’s start our discussion about the skills gap. I’ll go first to Gary Beach. Gary – from your perspective - what exactly is the skills gap? Gary: Read the slide. The American Society for Training and Development defines the skills gap as ”a point at which a firm can not grow, or execute its strategy, because it can not attract and retain talent.”’ Economists at Standard & Poor’s Rating Services examined the skills gap dilemma and found that the gap can be divided into two different skills sets: basic math and language skills that should be acquired in school; and specialized knowledge attached to specific jobs and experience.
- Presenter Notes: Gary: Read verbatim
- Presenter Notes: Gary: The skills gap will widen as the economy strengthens and unemployment continues to fall. Today, nearly nine million people are actively looking for work, while nearly five million jobs are going unfilled. And, with the aging workforce and more people dropping out of the labor pool—discouraged because they have not been able to find work, only six out of 10 working-age individuals are currently employed or even seeking a job. - Corporate Executive Board, May 2015
- Presenter Notes: Gary: According to the American Staffing Association: Many employers perceive a significant gap in the skills they need at their organizations and the skills job candidates possess, leaving positions open, awaiting qualified candidates. Many employers are reluctant to restart training programs abandoned during the recession, thus raising the bar for the qualifications new hires must bring with them. Some employers fail to consider the cost benefit of hiring a candidate otherwise qualified and providing necessary training for specialized skills. Wages for many difficult-to-fill positions are stagnant or below market salaries, which contributes to a widening of the skills gap. To build a workforce that meets the needs of 21st century jobs, much more must be done to educate and train our youth and adult workforce to fill the voids in specific occupations created in part by retiring baby boomers.
- Presenter Notes: Gary: Transition to Lou Lou The U.S lags behind other industrialized nations in preschool programs where students begin to learn math and language skills. Moreover, the difference in access to quality education between affluent and poor children is contributing to the basic skills shortfall, according to the S&P report. The OECD Programme for the International Assessment of Adult Competencies (PIAAC), which measures adult workforce skills throughout the world, surveyed workers ages 16-64 in 33 countries using written and computer-based tests. The purpose was to assess competency levels in literacy, numeracy, and problem-solving in technology rich environments. Essentially, it measures the key cognitive and workplace skills needed for individuals to participate in society and for economies to prosper. As you can see in the table, the U.S. lags far behind the other OECD countries in the results of the survey.
- Presenter Notes: Lou: Transition to Jesse Jesse: Thanks, Gary and Lou. From a recruiting perspective there are some more reasons for the skills gap we’re witnessing. The world of competency-based credentials is confusing, making it difficult for employees and employers to know the validity of many credentials or the skills they embody. A recent report by the Corporation for a Skilled Workforce concluded that ‘the current market’ for competency-based credentials is neither fully formed nor functional. A chaotic patchwork of sub-degree certificates, licenses and other credentials is offered by a confusing array of industry and occupational groups, third-party validators, and educational providers. Education opportunities in many regions do not align with the regional job markets, with mismatches occurring between job training programs and needs. These mismatches frequently occur in the absence of good labor market analysis, making it difficult to obtain an accurate picture of the regional supply and demand for specific jobs. Many companies may be missing qualified job applicants because their screening systems rely too much on traditional measures such as educational attainment and length of years in the workforce. Most current human resources departments have not changed their hiring process in years, using degrees plus years of experience to screen applicants. As a result, many relevant competencies may be missed, such as those gained through valid certifications, apprenticeships, work-study programs and experience that relates directly to the job skills needed.
- Presenter Notes: Jesse: Transition to Gary Gary If you’ve been looking into the skills gap lately, you may have noticed some controversy surrounding the existence of the skills gap. It is certainly no laughing matter that the Bureau of Labor Statistics (April 8, 2015) reported that 5,100,000 American jobs remain "open" looking for job candidates to fill them. That's the highest on record!
- Presenter Notes: Gary: So – which fields are experiencing the skills gap? Let’s start with Lou and the science, technology, engineering and math skills gap.
- Presenter Notes: Lou:75% of the fastest growing occupations require significant mathematics or science preparation. Of all students who enter college and obtain a BA degree, 19% graduate with a STEM major, 10% get a job within a STEM field, and 8% still work in the STEM field after 10 years. STEM workers are highly sought-after in all fields, which means employers face extremely high competition for workers with STEM skills. Gary: I have strong opinions on "vocational/trade" skills. First, I vociferously dislike the term. It sounds to me like the "consolation" prize in education. The American education system is way too focused on the point that a piece of parchment from a university is the only moniker of one being considered "educated". Have you heard of PTECH? It is a unique high school program started in Brooklyn, New York in 2012 where students register as freshmen and graduate six years later with associate degrees in computer science or mechanical engineerlng! It is a marvelous story.
- Presenter Notes: Gary On "soft skills", another term that makes me cringe. Soft skills aren't soft. They are hard. Hard to teach and hard to learn. The term I use in this area is "employability" skills. Explain the Future Work skills graph (briefly – just a minute or less). Read poll question #2 after this slide.
- Presenter Notes: Gary: How can we measure the gap?
- Presenter Notes: Gary Several months ago I created the "Skills Gap Misery Index". It has a historical base: the "Misery Index" created in the mid-1960s which was a simple addition of the inflation rate and the unemployment rate. I was frustrated that a concept with the word "gap" in it - the skills gap - should be measured. So, I took the formula for the "Misery Index" and plugged in two monthly data points from the Bureau of Labor Statistics.....the number of people counted in the U-6 unemployment category(which includes unemployed and underemployed Americans) and the millions of "open" jobs reported in the "Job Opening Labor Turnover" (JOLT) report from the BLS. Any reading over 100 means the "skills gap" has widened since January 2003. The Skills Gap Misery Index can be developed in any country where # of unemployed and open jobs are tracked. Right now, I have focused only on the U.S.
- Presenter Notes: Gary Speak very briefly about small businesses (10 seconds)
- Presenter notes: Gary: Depending on the challenges you may be facing, there are a variety of approaches that other clients have employed to successfully narrow their own skills gaps. Let’s discuss a few solutions relative to your challenges…
- Presenter Notes: Gary: First, public/private partnerships. Lou what can you tell us about PPPs? Lou Right, Gary. Business leaders should be actively building relationships with colleges, universities and trade schools. Not just by showing up on career day and recruiting new graduates. They should share with the education community the skills the business requires from graduates. They should also give feedback about the skills they are seeing in candidate interviews as well as the ones they’d like to see more. Colleges want their graduates to get jobs, so they should also be open to these conversations and revising curriculum as needed. <<Lou to replace this example with one closer to home >> Bellevue University, in Bellevue, Nebraska, is a real-world example of a successful public/private partnership, integrating more skills-based and experimental elements into its curricula. Rod Hewlett, dean of Bellevue’s College of Business, works directly with its advisory group and local businesses to research and assess the skills that new graduates need to be attractive to employers. The university has begun building its programs to develop and evaluate these skills. Students participate in hands-on projects and in settings designed to simulate real-world work situations, sometimes in partnership with businesses. Also, by working with target colleges and universities – either regionally or according to the specialization you need – you can get in front of young talent sooner and help them understand the skills and experience they’re going to need to acquire, in addition to education. If I were trying to encourage government, higher-ed, big corps, etc. -- it would be to get there to be more stackable education. 4-year degrees are great for some, but many need to add up to that while staying employed and getting benefit for what they've done so far. Associates degrees are an example -- so are certificates in some disciplines. Need more like that. Gary Next: Corporate apprenticeships. Many times, internships and co-ops are poorly managed and give little benefit to students or employers. The key to success is to create programs that expose these short-term workers to as many aspects of the company’s operations as possible. In addition, interns should handle actual projects as if they’re supervised and be given feedback, much like they would if a company was attempting to quickly integrate a new employee into operations. We have to reignite national interest in apprenticeships and internships. Everyone can not go to college - or should go to college - only to come out on the other side with mountains of student loan debt and no jobs. We must fast track national apprenticeship programs....starting in high school. Or middle school! That brings us to number three: high school career track programs. Lou: According to Successful STEM Education, an National Science Foundation initiative, “too few of our high school graduates are ready for college coursework or careers in STEM areas.” Level Playing Field Institute ranks the United States as 52nd in the world for quality of mathematics and science education, and a “soft” rank of 5th in overall global competitiveness. Not to mention, the United States ranks 27th amongst developed nations in the proportion of college students receiving undergraduate degrees in STEM fields. Career track programs integrate academic and vocational instruction organized around career themes to provide work-based learning opportunities and prepare students for post-secondary education and employment. We’re seeing an increase in the establishment of vocational high schools, which partner with neighboring technical colleges and allow students to graduate with not only a diploma, but a technical certification in their chosen field of study. And of course, changing the educational system is not a short-term fix, but failing to do so will hobble the long-term economic outlook for our country.
- Presenter Notes: Gary: So – now to Jesse - what are some things that employers can do to recruit and retain in this job landscape? Jesse: Candidates are always going to have a choice, especially in a market like this. What can you do to make your company their top choice? When talking to potential employees, provide a realistic view of the company, the specific job, and growth opportunities. However, don’t undervalue the benefits of working for your organization. Offer attractive nontraditional benefits: Smart employers provide their workers with non-monetary rewards and unconventional benefits that add convenience to their daily lives and render them more fulfilling. Some of these unconventional benefits include: - company-paid gym time, babysitting and educational seminars - Onsite day care - Flextime - Job sharing - Incentive award trips - Recognition programs - Flexible work times, when possible No-cost and low-cost recognition: some of the most effective forms of recognition cost nothing at all. Research indicates that the type of reward most preferred was personalized, spur-of-the-moment recognition from direct supervisors. Communicate creatively: Not only is it important to share information throughout the organization quickly, but to deliver messages effectively. If you communicate in a fun and memorable way, you will grab the attention of your audience, engage their interest and enliven their willingness to act. Communicate the big picture and the little picture: In the past, the average employee wasn’t expected to know much about the big picture in terms of company strategy, profitability, the competitive market and so-on. Now companies are sharing business and financial information to help connect employees to the business and financial information to help connect employees to the business and give them more concrete direction about what they do and how they should do it. Consistent training: - pay membership fees for a professional organization - show personal interest in an employee’s development and career after a special achievement, asking how you can help him or her take it to the next step - send employees to seminars, workshops or conferences outside the company that cover topics they are interested in - tuition reimbursement, in-house courses, free subscriptions to industry trade magazines and opportunities for promotion are huge with today’s top performing companies
- Presenter Notes: Jesse: Top staffing agencies hire recruiters with direct experience in niche industries. Adecco’s recruiters have expertise in eleven major industries and fields, covering everything from engineering and information technology to creative and marketing. Staffing services can cut the time-to-hire down to as little as a few days. It’s the combination of our vast database filled with millions of talented professionals with our team of niche recruiters that are focused on recruiting for those roles. Adecco offers a robust online training program, SkillBuilder, containing a myriad of training modules that allow our associates to enhance their skill sets. By giving our temporary workers access to this training, we ensure they are satisfied with their jobs, minimizing turnover. Particularly in fields like IT, engineering and software development have specific requirements that can be hard to understand for talent acquisition generalists who lack direct industry expertise. This can lead to frequent miscommunication and misunderstanding between hiring managers and internal recruiters. Staffing companies will work with your HR team to develop a program with carefully defined guidelines on spending. They’ll also keep your hiring managers within the established budget and provide customized reporting services on spending throughout the talent acquisition process.
- Presenter Notes: Meredith: Read 2-4 questions (depending on time) supplied by Jason.
- Presenter Notes: Meredith: Mention housekeeping: A link for presentation download – both slides and video – and HRCI credit redemption information will be emailed to each participant within 24 hours If your question was not answered, we will be writing a few follow-up blog posts in the next few days in which our panelists will answer those questions The skills gap is real. It’s causing jobs to go unfilled and diminishing economic growth. Organizations must start developing strategies to deal with the effects of the skills gap. It’s the defining business challenge of our time and it will take a while for us to deal with the impact. Being able to effectively recruit and retain will take more than just the traditional strategies.