This document discusses strategies for workforce development, talent retention, and talent attraction in rural regions. It recommends using local resources like faith-based organizations and libraries to address transportation challenges. It also suggests engaging employees, developing managers, and career planning to retain talent. Additionally, it proposes promoting quality of life, economic opportunities, and local businesses to attract talent to the region. Marketing the workforce through assessing quality, availability, value, and promotion is also outlined. Employer surveys can provide insights to help employers and jobseekers.

1. Workforce Development
Talent Retention
and Talent Attraction
in Rural Regions
Colleen LaRose
President and CEO
North East Regional Employment and Training Association

2. The Supply Side
• Workforce development
• Talent retention
• Talent attraction

3. Workforce Development in Rural Regions:
Confronting the transportation challenge
by using local resources
Working with community partners:
• Faith-based and community-based orgs
• Libraries
• Partnering with local business

4. Talent Retention
• Employee engagement
• Manager excellence/Clear goals
• Employee mobility/Career planning
encouraging college students to study, explore, live and
work in the Greater Philadelphia tri-state region.

5. Talent Attraction
• Quality of life
– Cultural (diversity, art, music, theater)
– Regional (outdoor activities, regional beauty)
• Economic opportunities
– Strong , relevant jobs
– Regional specialization
– Entrepreneurship support

6. Promoting the local region and workforce to business
• Put local workforce characteristics on display (instill local pride)
• Highlight regional specialization (sectors/clusters)
• Highlight regional workforce assets
• Business support
– Training programs
– Economic gardening
– Co-op centers
– Tech meet-ups
– Mentor programs
The Demand Side

7. Have you looked at the
workforce
as a “product”
through a marketing lens?
• Product - quality, usability?
• Place – available when and where employers need it?
• Price – relative value, competitive?
• Promotion – benefits known by potential users?

8. Better WIB websites
(and strategy)
• Employer focused
– workforce profile
– key sectors
– business growth information
• All training program information
• Promote labor force assets!
• Contact for WIB and business services team
• Industry sector/industry cluster initiatives
• Social media - connect businesses
with local talent and talent recruitment efforts

9. Promote quality local businesses
to jobseekers
• Employer of the month
• Highlight businesses offering:
– tuition reimbursement
– home buying programs
– family leave
– community donations
– staff community volunteer programs, etc
• Networking opportunities

10. Employer surveys
• Know the landscape
• Help employers get what they
need/want
• Help jobseekers get what they
need/want

11. MORE INFORMATION?
EMPLOYER SURVEYS! Webinar
October 10, 2013 @ 1 pm est.
 Labor market assessments
 Industry sector/Industry cluster studies
 Website improvement/development
 Strategic planning/Organizational development
 Public relations/Marketing
 Social Media/Online technologies
Colleen LaRose
President and CEO
North East Regional Employment and Training Association (NERETA)
P (908) 995-7718
E colleen@nereta.org
www.nereta.org