Labor Market Data in Career and Technical Education/0 Comments/in Blog Post /by Erin Olson
As Career and Technical Education awareness month comes to an end, we acknowledge our many partners that play a vital role in CTE and thank you for all your hard work in this space. RealTime Talent has long collaborated with many of our CTE partners to provide labor market and career data aimed to inform students and job-seekers. In 2017, through Perkins federal funding, we created a series of reports offering insight into three career clusters through the lens of employer demand including Agriculture, Food, & Natural Resources, Business, Management, & Administration, and Finance. These reports, along with a series of career pathways reports, were distributed among CTE coordinators and educators throughout Minnesota. To view or download these reports, click HERE.
Last November, RealTime Talent developed career pathway handouts for the White Bear Lake area school district, highlighting four key areas including Healthcare, Manufacturing, Construction, and IT pathways in Ramsey County. “These youth-friendly handouts were created to inform students on the career building jobs they may qualify for now or in the near future,” said Erin Olson, RealTime Talent Research Strategist. “By using school colors and images like emojis, these reports are appealing to the reader and can spark great conversation about these careers.”
Jenny Moore, the Career Pathways Navigator for the White Bear Lake Area Schools said, “I love everything about these reports” as she distributed them at a career expo attended by over 300 students and more than 70 industry partners. “It is truly amazing what RealTime Talent has done for our local community.” After Jenny shared these reports with secondary educators in her district, Shannon Grant, a Health and Physical Education Teacher at White Bear Lake High School, used the reports for a unique classroom assignment. Her students used the data provided on the career pathway handouts to gain insights and do further research on a career they may be interested in. These students experienced a fun way to engage in career exploration and developed some creative handouts of their own as well.
As we continue to promote the use of tools that address labor force needs and support our education system, RealTime Talent has been working with multiple CTE consortia, providing training and data consultation with TalentNeuron – a real-time job post data tool. Recently, RealTime Talent trained 30 career counselors and educators from the Wayzata area high schools. We look forward to how these educators will incorporate real-time labor and career information into their own classes. If you are an educator who’s interested in our research services or real-time labor market tools, reach out to us today!
If you have any questions about the work of RealTime Talent with Career and Technical Education, please contact Phil Arellano.
The RealTime Talent Exchange Network Grows/0 Comments/in Blog Post /by Erin Olson
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.
Northwestern Minnesota/0 Comments/in Blog Post /by Erin Olson
The Northwest region of Minnesota is mostly rural and has an economy dominated by agriculture. With a population of 595,370 in an area of 29,904 square miles and 26 counties, it contains wide expanses of agricultural land and 29.5% of the state’s farms according to the USDA in 2012. The region contains only 8% of total employment in Minnesota based on DEED’s Quarterly Census of Employment and Wages. Some of the largest cities in this region include Moorhead (pop. 42,005, #21), Bemidji (pop. 14,594, #70), and Brainerd (pop. 13,371, #78).
DEED identifies three distinguishing industries of the Minnesota’s Northwest: pipeline transportation; fishing, hunting and trapping; transportation equipment manufacturing. The Northwest contains over 40% of the state’s jobs in these three industries. This is reflected in the industries that saw the most job postings online during the first three quarters of 2016. The vast majority of jobs were posted by freight trucking companies – both long-haul and local – or by temp and staffing agencies hiring for drivers, manufacturing, and agricultural labor.
Capturing the job openings in agriculture, fishing, hunting, and related positions can be challenging, as many positions are not publicly advertised. The chart below shows the number of production agriculture, environment, fishing, and hunting jobs that were advertised online in the region during the first three quarters of 2016. Counts for farm workers, breeders, fish and game wardens, and equipment operators were likely significantly higher than what these counts reveal.
Although DEED’s Occupational Employment Statistics found administrative support positions to employ the most people in the region in 2015 and food service to have the most vacancies, it was actually transportation jobs that were advertised much more frequently. Transportation jobs comprised 25% of all jobs advertised online in Nothwest Minnesota in the first three quarters of 2016. Healthcare practitioners and sales positions are also in high demand, making up 14% and 8% of the total 58,800 jobs in the region, respectively. Education, training, and library occupations are increasing in demand in this region, with job postings up by 66% since 2015. Hard skills in demand in the Northwest include pediatrics, quality assurance, geriatrics, behavioral health, and technical support experience.
For more information on Minnesota’s Northwest, view our new report here.
TalentNeuron Recruit for online job counts. www.wantedanalytics.com
DEED Quarterly Census of Employment and Wages (QCEW) http://mn.gov/deed/data/data-tools/qcew/
DEED Distinguishing Industries https://mn.gov/deed/assets/sept-2015-trends-distinguishing_tcm1045-212016.pdf
DEED Occupational Employment Statistics https://mn.gov/deed/data/data-tools/oes/
Northeastern Minnesota/0 Comments/in Blog Post /by Erin Olson
Home to 326,649 people in 2014, just 6% of the state’s population resides in Northeastern Minnesota–the beautiful Arrowhead Region. St. Louis County is the region’s largest county by size and population with approximately 61.5% of the region’s population. Jobs are highly concentrated around the region’s largest city, Duluth, which is located in St. Louis County. South and western counties of the region are growing at the fastest rates (Carlton and Itasca), while northeastern counties have seen steadily declining populations since 2000 (Koochiching and Lake).
Healthcare jobs account for 29% of the 41,516 jobs advertised online in the region this year to date. The second most common types of job advertised in Northeast Minnesota were transportation-related, specifically for heavy tractor trailers and heavy truck driving. Manufacturing, construction, engineering, and marketing each saw notable decreases in job posting volume between 2015 and 2016. Some unique industry niches of the region, though not significantly represented in online job postings, include forestry and logging, paper manufacturing, electric power generation and transmission, and mining.
For more information on the Northeast’s unique labor market, view the report here.
Southwestern Minnesota/0 Comments/in Blog Post /by Erin Olson
Today we released the report on Southwestern Minnesota’s online job market.
Southwestern Minnesota’s economy is dominated by production manufacturing–particularly in agricultural production–and healthcare. About 25 percent of jobs in these industries were held by workers 55 and older in 2015. Home to 7 percent of the state’s population, the Southwest is sparsely populated. Mankato (pop. 41,040) is the largest city in the region, ranking as the 22nd largest in the state in 2014 (US Census Bureau Population Estimates).
The top five job titles advertised online in the Southwest since 2012 are 1. Registered Nurse, 2. Class A CDL Truck Driver, 3. Physical Therapist, 4. Owner Operator, and 5. Licensed Practical Nurse. Of the 6 major regions, the Southwest had the second highest median advertised salary in 2016 at $56,100/year. No major local or regional job boards could be identified in our research, and overall job posting volume is low in the region, but proportionate to its population similar to the Southeast and Northeast. In contrast, the Northwest and Central regions have many more people competing for fewer jobs, and the Twin Cities Metro has fewer people per job opening.
Recruitment for truck drivers is booming in the Southwest, with 30 percent of jobs advertised in the first three quarters of 2016 being transportation and shipping positions–tripling in number since 2015. Healthcare practitioners are also in high demand, making up 12.5 percent of the total 51,464 jobs advertised in the region between January and the end of September this year. The number of job postings seeking sales, business development, and information technology professionals declined since 2015. In demand certifications include a commercial driver’s license, HAZMAT, nursing certifications, and CPR.
Download the full report here: rtt-2016-regional-labor-market-southwest
AgriGrowth Highlights RealTime Talent Research in Agriculture’s Labor Force Needs/0 Comments/in Blog Post /by Erin Olson
An article was published in AgriGrowth’s member newsletter on the recent findings of a study done by RealTime Talent on trends in agriculture hiring and recruitment. The article, written by Erin Olson of RealTime Talent, notes that data suggests an industry-wide shift in hiring demand as well as supply of available workers. Below you will find the text of the article and some graphics depicting the findings:
All signs point to a need to elevate the agriculture related workforce needs and opportunities that exist in Minnesota as well as the United States. Dramatic mechanization in agriculture has increased efficiency and reduced the need for farm labor over the past century and opened the door to new types of jobs in agriculture, including more high-tech and high-wage opportunities. Agriculture companies, trade associations, and higher education in Minnesota have witnessed this shift, but in many cases theses employment opportunities have not effectively reached the general public.
According to the USDA, the nation will see an average of 57,900 food, agriculture, renewable natural resources, and environment job openings every year between 2015 and 2020—that’s about 231,600 openings over the next four years—the result of a wave of retirement that has begun to roll through the U.S. labor force. Unfortunately, we only expect to see an average of 35,400 new U.S. graduates trained in food, agriculture, and natural resources. If they all go straight into work, only 61 percent of those expected openings will be filled.[i]
This job gap is already presenting workforce challenges for many companies, which started to post job openings online in greater numbers starting in the summer of 2013. Job posting volume in this sector has been creeping up ever since, with agriculture industry job banks, like AgCareers.com, seeing posts in the Midwest rise as much as 49 percent between 2014 and 2015.[ii]
In the first six months of 2016, AgriGrowth member organizations had 47,837 open positions that required experience or knowledge of food, agriculture, farming, the environment, or natural resources, matching similar counts from 2015.[iii] About 7,000 (or 15 percent) of these jobs were in Minnesota. While AgriGrowth members consistently sought drivers, sales workers, production supervisors, and engineers over the past decade, the majority of job postings in Minnesota during the first six months of 2016 were for marketing managers, management analysts, and financial positions. The demand for these kinds of workers is growing.
This increasing need for management and financial professionals is consistent with the message AgriGrowth has heard from the companies it works with. This summer, AgriGrowth partnered with RealTime Talent in a comprehensive survey of member organizations. The survey sought to identify the greatest challenges and opportunities in agriculture hiring, recruitment, and workforce planning. When asked to indicate their top three most difficult positions to fill, the word “manager” was the most frequent. Service technicians, animal care providers, and sales associates ranked as the most challenging positions to fill, with 23 percent of all organizations anticipating hiring new employees in sales, business development, management, or information technology between April and October.
More than half of companies said the biggest problem is that there are simply not enough applicants to fill vacancies, and that those who do apply lack either the soft skills, character traits, or experience in agriculture necessary to do the work. Most companies feel neutral or satisfied with their ability to find candidates with relevant education or certifications, but candidates still tend to lack necessary experience and skills.
There is consensus on the reasons positions are difficult to fill, but the workforce challenges faced by agriculture companies are extremely diverse. The concerns expressed by companies vary by size, type, and whether or not the company has staff designated to human resources activities. The top three workforce concerns among large companies—particularly those with human resources departments—are employee acquisition, perceived drops in youth interest in agriculture jobs, and employee retention. Agribusiness and food companies of all sizes are also particularly concerned about local non-agriculture competition when it comes to finding future candidates. Farms and smaller companies without human resources professionals on staff are less focused on future recruitment and tend to focus on current workforce gaps, targeting efforts in employee retention, compensation and benefits, and training.
All of these insights allow AgriGrowth to better understand the workforce needs of its membership. “This survey was extremely useful in helping AgriGrowth better understand the various workforce challenges facing our members in recruiting and filling their employment needs” said AgriGrowth Executive Director Perry Aasness.
Judy Barka, Program Manager at AgCentric, says that the survey findings remind her of conversations she has had with employers around the state. “I have been hearing from a variety of Agriculture Industry partners about the importance of soft skills. This report confirms everything that I have heard in the field,” Barka said. She asks agriculture companies “if lack of youth interest in jobs in agriculture was identified as a top workforce concern, what are you doing about it and how can we work together on this issue?” AgCentric and the Southern Minnesota Center of Agriculture have used the findings from AgriGrowth’s survey to guide discussions around what the agriculture industry wants from graduates, to help Future Farmers of America (FFA) encourage high school students to explore jobs in agriculture, and to develop new partnerships with the Department of Agriculture.
The Centers of Excellence and other academic partners were pleased to learn that about 80 percent of AgriGrowth members participating in internship or dual training programs report that candidates that come to them through these programs are “consistently better” than those who do not. It appears that internships, on-the-job experience while undergoing training, and direct referrals from schools lead to the greatest employer satisfaction with candidates—second only to internal employee promotions.
With these findings, the future work of RealTime Talent will focus on developing career pathways in agriculture that match changing industry needs, reviewing curriculum to incorporate important experiential and soft-skill elements, and improving the connections between employers of all sizes and skilled, experienced candidates. As a result of this survey, AgriGrowth has a stronger understanding of the talent needs of its membership and a renewed energy to drive the public message of the agriculture industry’s important place in our growing economy.
“I appreciate the time many AgriGrowth members took to fill out the Real Time Talent Survey”, said Aasness. “Enhancing our awareness of the workforce recruitment and hiring challenges facing our members will enable AgriGrowth to better represent the needs of our sector as we continue to work with the Real Time Talent board and staff. AgriGrowth looks forward to continuing to work with Real Time Talent and its other collaborators in support of private/public efforts to better align workforce development efforts that will benefit and support the needs of Minnesota’s agriculture and food sector.”
[i] The full article by the United States Department of Agriculture (USDA) can be accessed here: https://www.purdue.edu/usda/employment/
[ii] From the March 2016 edition of Agri Marketing: AgCareers.com report on agriculture candidates and job trends.
[iii] Counts of online job postings are from the real-time data source TalentNeuron Recruit, which extracts data on skills, certifications, salary, and other requirements from jobs posted online. For further information on this data, contact email@example.com or visit www.wantedanalytics.com.
Download the original article here or view the full newsletter online on AgriGrowth’s website: http://agrigrowth.org/wp-content/uploads/AG-Newsletter-2016-October.pdf