Know another language? Bilingual jobs are on the rise in Minnesota

If English isn’t your only language, you can find some great opportunities that leverage your unique skills

 

¿Se Habla Español? Chances are good that you do, because speaking a language other than English is at an all-time high in the United States.

As of 2015, one in five Americans—nearly 62 million people—speak a language other than English at home, an increase of 50 percent since 1990 (U.S. Census Bureau).  Here in Minnesota, the number of people speaking more than one language has been on a steady rise, and now nearly 12 percent of prime working age adults speak a language other than English at home (U.S. Census Bureau).  And this population is fairly well-educated. Over half (54 percent) have an associate degree or higher or at least some college.  Classrooms are seeing a dramatic rise in linguistic diversity as well, with 75 percent of Minneapolis classrooms having at least one student speaking a language other than English, according to data from Minneapolis Public Schools. Considering that multilingualism is expected to keep growing in Minnesota, it’s more important now than ever to bring this linguistic diversity into our workplaces.

In Minnesota, the most common languages are Spanish, Hmong, and the Cushite language family including Oromo, Somali, and Sidamo, but nationwide the largest increases have been among speakers of Spanish, Chinese, and Arabic.  These happen to also be the sought-after languages employers hire for, according to the Center for Immigration Studies and New American Economy.  In fact, bilingualism was one of the top five most in-demand hard skills in Minnesota in 2015 according to online job posting data (TalentNeuron Recruit).

These trends mean more job opportunities are opening up for bilingual workers in most states. Between 2010 and 2015, the number of online job postings targeting multilingual or bilingual workers more than doubled in Minnesota, matching trends nationwide.  However, since a peak in the summer of 2015, counts of job opportunities specifically indicating a need for multilingual workers has been on a moderate decline—despite overall counts of job opportunities continuing to rise.

Using TalentNeuron Recruit, we identified the most in-demand occupations for people with bilingual skills, as well as the top cities and companies where you can find these jobs. Explore the lists below to get a picture of the bilingual job landscape in Minnesota.

Top cities hiring bilingual workers

Most Minnesota jobs hiring bilingual and multilingual individuals are located in large metropolitan areas, where the populations themselves tend to be more diverse or growing substantially.

City Number of Bilingual Jobs available in July 2017

Percent of Total Local Jobs available in July 2017

1.    Minneapolis 668 1.8%
2.    Saint Paul 330 2%
3.    Bloomington 104 1.7%
4.    Saint Cloud 83 1.4%
5.    Minnetonka 68 1.7%
6.    Eden Prairie 59 1.1%
7.    Rochester 55 1.1%
8.    Mankato 47 1.7%
9.    Eagan 44 1%
10. Duluth 33 0.7%

Top companies hiring bilingual workers

These employers had the most job opportunities open in July for a bilingual skill set in Minnesota.

  1. Tri-Valley Opportunity Council, Inc.
  2. Wells Fargo
  3. PromoWorks
  4. H&R Block
  5. The Valspar Corporation
  6. CrossMark
  7. U.S. Bank
  8. CSL Plasma
  9. Planned Parenthood
  10. Wireless Vision

Top jobs hiring bilingual workers

Sales and business development has the highest demand currently for bilingual workers, with 817 jobs available in Minnesota in this function area—up 30% from July of last year. These are the top occupations requiring bilingual skills in Minnesota (to the 8-digit SOC level).

  1. Customer Service Representatives
  2. Retail Salespersons
  3. Social and Human Services Assistants
  4. Tellers
  5. Supervisors of Non-Retail Sales Workers
  6. Supervisors of Retail Sales Workers
  7. Merchandise Displayers and Window Trimmers
  8. Registered Nurses
  9. Supervisors of Office and Administrative Support Workers
  10. Healthcare Support Workers

 

Want to read more on this topic? Let us know in the comments.

RealTime Talent to be Featured in Tonight’s Policy and a Pint in Hibbing, MN

RealTime Talent has been invited to participate in the first Policy and a Pint panel event ever to be held in Greater Minnesota. Sponsored by the Citizens League, Target, and MPR, RTT Executive Director Sandee Joppa will be speaking with Roy Smith (IRRRB) and Aaron Brown (instructor at Hibbing Community College and prolific blogger) at Ironworld in Hibbing. The theme of the event will be on the Minnesotan workforce environment. Although Minnesota has one of the lowest unemployment rates in the country, there is still room for improvement. What can be done to ensure that we have a strong workforce now, as well as in the future?

 

For more information, go to: http://www.thecurrent.org/events/2017/05/18/2425/policy–a-pint

To register for this free event, go to: https://www.eventbrite.com/e/policy-and-a-pint-talent-within-range-tickets-33934744735

Follow along on Twitter with #PolicyPint

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RealTime Talent featured twice this month in local news

RealTime Talent has been featured in the StarTribune twice so far this month, along with several organizational partners that make use of our data tools. In the Viewpoints interview with Neal St. Anthony that ran on May 6th, Project for Pride in Living and Jason Bruns, director of the Minnesota Center for Engineering and Manufacturing Excellence at Minnesota State University Mankato, were highlighted for how they use TalentNeuron Recruit with students and job-seekers.  Among those partners featured in the second article were the Minnesota Chamber of Commerce, the Itasca Project, and Aaron Corcoran who has supported the work of the many workforce centers and Minnesota State partners in the Twin Cities.

May 6th: RealTime Talent Believes Information Sharing can Help it Improve Minnesota’s Workforce

May 16th: Employers Getting Creative in the Hunt for Good Workers in Good Economy

Top Trending Entry-Level Healthcare Positions Focus on In-Home Care

It’s no secret that there is huge demand for Home Health Aides across the United States.  The Bureau of Labor Statistics put out a report early last year, and the Minnesota Department of Employment and Economic Development (DEED) followed suit in June 2016 with their article, “H is for Home Health Aide.” But will these positions be attractive to future workers who will have increasingly more choice in our nation’s job market and are looking for opportunities that offer a living wage and professional advancement?  Maybe not, unless employers start changing what they offer.

As many Minnesotans age and require additional medical attention (the population of Minnesotans over 65 years of age will increase by more than 400,000 people between 2014 and 2024), the need for Healthcare Support Professionals is increasing rapidly. Couple that with a growing preference to receive care in the home rather than in a care facility, the demand for Home Health Aides is skyrocketing.  In 2016, there were approximately 27,550 Home Health Aides working in the state and 4,457 Home Health Aide job openings advertised online; the occupation ranks as the 21st most in-demand position and the 20th most common occupation in Minnesota today.  Demand is projected to grow by 30.1 percent (9,254 jobs) between 2014 and 2024–the third highest growth rate of any occupation in Minnesota. However, these positions offer some of the lowest salaries of any occupation in the healthcare industry, with a median wage of $24,944 and currently advertised positions only offering $20-26k as a starting salary–just barely hitting the threshold for a living wage for a single adult ($11.39 in Hennepin County).  There may be little incentive to encourage workers to take on these roles as the number of job opportunities begins to exceed the number of available workers in the laborforce.

We are already observing high rates of job vacancies in entry-level healthcare positions that require an Associate’s degree or less.  Online job postings in the Twin Cities Metro for low-experience, low-education Licensed Practical Nurses and Home Health Aides have increased more than 7% since 2015, dramatically greater than other entry-level healthcare opportunities.  Hennepin County was home to 24% of the state’s total entry-level healthcare positions in 2016.

As Minnesota continues to face changing demographics, how will employers respond to ensure that they attract the candidates they need? Hopefully, we will start to see rising wages for entry-level healthcare positions.

For more data on healthcare occupations at the Twin Cities and Statewide level, check out our reports page.

Twin Cities Healthcare Report, March 2017

Minnesota Healthcare Report, March 2017

Building Minnesota’s Workforce: Realistic approaches to address our need for more workers

Minnesota will soon face a significant labor shortage. In some key industries, the shortage is already being felt acutely by employers. If unemployment rates, existing racial and ethnic employment disparities, and trends in migration continue, we can expect only an average 0.35% annual increase in employment between 2016 and 2022. This is due in large part to the rapid retirement rate of the baby boomer generation, and the decreasing rate of participation in the labor force of young people.

This graphic, originally developed in October 2016 and now updated with new data and insights, offers a simplified 6-year outlook at the impact of several challenging, yet important goals for the future employment of Minnesotans.

Late last year, RealTime Talent used the data published by the MN Demographic Center to take a deeper look at recent employment trends, migration patterns, and Minnesota’s gross state product. We found that Minnesota will need about 278 thousand additional workers above which we anticipate to be employed by 2022. That means we need between 40 and 45 thousand additional workers each year to maintain our current rate of economic growth.

Modest improvements to this scenario can be obtained through some familiar kinds of interventions in the functioning of the labor force. Namely, increasing labor force participation and focusing on increasing employment rates. However, even if we take the most optimistic outlook, we will likely still fall short at least 200 thousand workers by 2022 across the state. In the years ahead, we will need new and diverse strategies for attracting and retaining talent from both domestic and international sources, as well as creative approaches to increasing the productivity of Minnesota’s existing workforce.

For more information, download the graphic here.

2016 Trends in Hiring in the Twin Cities Metro

In the Twin Cities, the workforce is mobile. Although differences exist between the candidate pools and job opportunities found in each of the metro’s seven counties, there are more similarities than differences.

Metro employers continue to seek out candidates with a strong foundation in soft skills including communication, attention to detail, problem solving, and customer service. Information Technology is the top job function area in demand in the metro area, with a particular focus around business information management, healthcare IT, and cybersecurity in finance IT.

For more details on the booming job market in the Twin Cities Metro, take a look at our recent report or the summary slides linked below.

 

 

Feature in Twin Cities Business Mag: MHTA Rolls Out New Skills-Focused Job Board

RealTime Talent’s newest platform, the Exchange, was featured in Twin Cities Business Magazine this week in a story highlighting the Minnesota High Tech Association’s new site. The story was picked up at MHTA’s Tech.2017 breakfast which was held at the Metropolitan Ballroom last week and drew around 200 leaders in high tech innovation.  Featured in the article are insights from Margaret Anderson Kelliher, President and CEO of MHTA, and WorkFountain’s Program Manager for Minnesota, Dave Kornecki.

The full article by Andrew Eggert can be read on the Twin Cities Business Magazine website at: http://tcbmag.com/News/Recent-News/2017/February/MHTA-Rolls-Out-New-Skills-Focused-Job-Board

 

 

The RealTime Talent Exchange Network Grows

This month, four organizations launched branded portals of the RealTime Talent Exchange.  Ranging from trade and employer associations to local economic development corporations and chambers of commerce, these additions to our network of platforms signal that Minnesota businesses have a big interest recruiting talent differently.

The RealTime Talent Exchange is a cutting-edge web-based job platform that  away from resumes, position descriptions, and traditional recruiting practices toward a new matching technology that leapfrogs other online tools.  The Exchange uses statistically-validated questions for specific positions and sophisticated matching to create high quality connections and increase the diversity of candidate pools.  It surveys candidates and employers about needs, interests, abilities, and preferences and then uses WorkFountain’s patent-pending matching algorithms to create matches, instantly connecting job and internship-seekers to opportunities. By matching candidates to employers based not only on skills and requirements, but also on job interests and workplace preferences, the Exchange ensures that candidates are well-suited for positions and provides employers with access to candidates who are the best possible fit.   It was developed by Michigan-based process engineering company Digerati (under the name WorkFountain) to help create a more efficient labor market and reduce bias in the hiring process.  The Exchange also:

  • Cuts the time and cost of recruiting and job searching
  • Provides rapid and high quality matches
  • Serves the unique needs of small, mid-sized, and large employers
  • Delivers integrated resources to support recruitment goals and compliance reporting
  • Provides customer-centered tools for employers, job-seekers, educators, industry organizations, economic developers and others

The first portal to launch in Minnesota belongs to the Vadnais Heights Economic Development Corporation, titled the VHEDC Talent Exchange. Within a few hours of launching the site, three employers had jumped at the opportunity to leverage the unique matching technology.

Second to launch was the AgriGrowth Job Exchange.  AgriGrowth immediately saw the benefit of a talent matching platform that would help ag employers more effectively and efficiently find the talent they needed.  The volume of job posts on their portal has been growing at the trade association’s network of employers experience the platform and see how powerful it can be.

Launching within 24 hours of each other, the MHTA Talent Exchange of the Minnesota High Tech Association and the Minnesota Chamber of Commerce’s MN Job Match platform have already created a lot of buzz.  With more hosted portals preparing for launch in March, the RealTime Talent Exchange continues to grow. If you have questions about the Exchange or becoming a host, please contact RealTime Talent’s Executive Director, Sandee Joppa or the Exchange Director, Jess Niebuhr.

Revolutionize How Your Company Finds Talent: The RealTime Talent Exchange

The RealTime Talent Exchange Leapfrogs Other Posting Systems

 

Hey Minnesota employers! Every day you work hard to attract, develop, and retain the talent your organization needs for today and for the future. This important and time-consuming work starts with hiring the right people for the right roles. The RealTime Talent Exchange can help!

 

The Exchange provides cutting-edge technology that creates a more efficient and effective labor market by moving away from the sole use of traditional recruiting practices toward a new matching technology that leapfrogs other online tools. This innovative technology helps employers fill open positions by easily accessing candidates who are the best possible fit.

 

Here’s how it works.

The Exchange surveys employers and candidates about needs, interests, abilities, and preferences using a set of statistically validated questions for the specific role. Then, the system uses patent-pending algorithms to create matches, instantly connecting employers and job seekers. This cuts the time and cost of recruiting and serves the unique needs of small, mid-sized, and large employers. Built on WorkFountain technology, this innovative platform allows your organization to make meaningful connections and find the best person for the job–faster than ever before.

 

Some key benefits for employers:

  • One-stop exposure to top talent, regardless of recruiting budget or name recognition
  • Job board broadcasting and social media promotion
  • Centralized scoring, screening, and stack ranking of candidates
  • Prioritized shortlist of top matches to consider first
  • Cost effective ($39 per job posting and $19 per internship posting)

 

Now in the pre-launch phase, this new online labor Exchange will be officially launching in February. View the site now at www.realtime.workfountain.com. There are early opportunities for large employers, regional economic development bodies, academic institutions, and others to become hosts or create enterprise accounts on the new platform. If your organization is interested in this kind of opportunity,  please contact Jess@realtimetalentmn.org

Central Minnesota

The 13-county Central Minnesota planning region had a population of 693,108 in 2014, almost 13% of the state’s population. With a larger population, yet a similar volume of jobs posted compared to other Greater Minnesota regions, the number of people in the labor force per job opening (potential candidates indicated below) is very high. This is the result of the region’s highly mobile labor force, with over 40% of the region’s working residents commuting outside of the region to get to their place of work according to one DEED analysis of the commute shed. Central Minnesota is a net exporter of labor with only 198,956 workers both residing and working in the region in 2013 according to the U.S. Census Bureau.

According to DEED’s Occupational Employment Statistics, about 16% of all jobs held in Central Minnesota are in production manufacturing, whereas production comprises only 11% of all jobs statewide. Healthcare and social assistance jobs are expected to increase in demand by over 28% through 2022, while production manufacturing is expected to increase by only 3%. In 2014, DEED identified ten industry sub-sectors that define the region by having significantly higher concentrations of jobs and firms than seen statewide. Overall, Central Minnesota has 9.7% of the state’s total employment, but is home to 25% of the state’s employment in animal production, furniture, and related product manufacturing. The projected slowed growth of manufacturing and production in the region is of particular concern for the local communities that rely on these economic niches, which are extremely diverse across the eastern and western subregions of Central Minnesota.

Transportation services are in high demand in Central Minnesota, accounting for 17% of all jobs advertised online to date in 2016. Healthcare positions are the second most sought, with 14% of all postings pertaining to this sector. When health support occupations are included (3.2% pf the postings), the total healthcare function positions lead as the most-sought positions in the region. These types of jobs are typically advertised online whenever openings are available, and counts are a relatively strong representation of regional labor needs. However, a number of critical industries continue to post job openings in very low volumes and may under count actual need. Some of these industries include forestry and logging, paper manufacturing, electric power generation and transmission, and mining. Highly unionized industries and temporary or seasonal positions are also not advertised online in large volumes, and other data sources might capture the true number of vacancies better.

For the full report and a list of additional relevant data sources, see our Reports page.