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Real-time Data in Non-Profit Career Services

Imagine.  A powerful magic box. 

Inside this magic box is information – and this information has the ability to influence your knowledge of job market trends by presenting the most current and in demand jobs, skills, and certifications, in any area of the state of Minnesota.  Remember, the box is magical – so feel free to mold the information as you see fit – like a child molds a ball of play-dough.  Why not use the box to find the employers who have the most demand for entry-level IT positions that do not require a Bachelor’s degree in Hennepin County.  Now, shake the box, and see the same results state-wide, or find positions that require an Associate’s Degree.  Shake it all up again.  How about Marketing Internships in the St. Cloud Metropolitan Statistical Area.  Now say, “Magic box, send these internship positions and all new internship positions posted going forward, straight to my email inbox.”

RealTime Talent doesn’t have a magic box.  What we do have is Gartner’s TalentNeuron Recruit – an online job post database that pulls from over 60,000 job posting boards world-wide every single day, aggregating real-time labor market information in a user-friendly interface.  Through annual negotiations with Gartner, we are able to make this tool more accessible to our many partners invested in the workforce and education ecosystem, including nine non-profit career services organizations.  Avivo, Emerge, Goodwill Easter Seals, HIRED, Hope United CDC, Interfaith Outreach, Jewish Family and Children’s Service, Lifetrack, and Project for Pride in Living are all using TalentNeuron Recruit. 

Christy Simpson, a project manager at HIRED who focuses on business development, uses TalentNeuron to engage with employers.  “Employers are reaching out to organizations like HIRED, actively seeking talent to fill the many positions they have open,” says Simpson.  “TalentNeuron is a great resource to provide insight for employers about their posting practices that they may not even know about” she adds. Christy’s colleague, Sarah Morgan, works with job counselors and the job-seekers they guide.  “This database helps us to educate the job-seekers on critical hard and soft skills in demand.  We can use the information from TalentNeuron to help job-seekers not only express their skills in interviews, but also know which skills or certifications would be beneficial to attain,” says Morgan. 

Job-seekers engage in a Career Exploration workshop presented by HIRED in collaboration with CareerForce, and Hennepin Tech, using data from TalentNeuron Recruit.

Erik Aamoth, VP of Career Education and Employment Services at Avivo recently shared a story with the RealTime Talent team.  “With the help of the tool, an Avivo program participant was able to plan a career transition as a teacher to a marriage and family therapist,” he stated.   “TalentNeuron provided industry trends, salary expectations, education requirements, and an outlook for this particular career advancement. The participant made the decision to transition careers and was connected to the right education and employment support with the help of Avivo’s employment counselor and TalentNeuron.” 

RealTime Talent not only provides access to TalentNeuron, but also on-site training and consultation on use of real-time data with job-seekers and employers.  Along with the nine non-profit organizations mentioned earlier, TalentNeuron is used by the DEED CareerForce centers and other DEED supported career services organizations, the Minnesota State College and University system, the University of Minnesota, a consortium of Minnesota’s private colleges, and the Minnesota Career Colleges Association.  If your organization is interested in learning about TalentNeuron, real-time data, or RealTime Talent, reach out to Phil Arellano phil@realtimetalent.org.    

Labor Market Data in Career and Technical Education

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.

Creative work from a WBL student inspired by career data.

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.

Reflections on the Past Year

Did 2018 fly by for you?  It did for the RealTime Talent team.  About this same time last year, we were welcoming our new Executive Director, Deb Broberg, to RealTime Talent and we had just finished moving into the Chamber Foundation location.  We adopted the mantra, “new year, new location, same mission.”  As the year moved on and we settled into our new home, we continued to focus on our mission: to help create more informed, market-oriented decisions throughout the Minnesota workforce and education ecosystem to ensure the state’s economy has the talent it needs to help Minnesotans prepare for well-paying careers.  We also continued our aim to create a movement toward workforce alignment, support sector-based collaborations for quality employment opportunities, increase cross-sector collaboration, and ensure daily decision-making is guided by strong data in the workforce and education ecosystem.  Phew!  That’s not only a mouthful – that’s a big task at hand!  It’s a great thing we have so many great partners dedicated to Minnesota’s workforce and economy. 

In 2018, RealTime Talent developed 113 data driven reports.  From occupation snapshots and industry overviews, to labor market analyses and custom-built surveys, we offered just-in-time insights to decision-makers and encouraged data-informed planning in our workforce and education systems.  Many of these reports are available on our website at http://www.realtimetalent.org/research.

We also gave 85 presentations and trained 310 participants on real-time labor market data tools both in the education and workforce space.  95 organizations and institutions of higher education that work with students, job-seekers, or employers currently had access to TalentNeuron Recruit and training and about 335-400 people currently use TalentNeuron Recruit on a regular basis in service to students, job-seekers, or employers. Between 6,400 and 7,350 job-seekers statewide received job search assistance that included data from TalentNeuron Recruit in FY2018, doubling the reach of the tool in 2017.

An estimated 7,200 students were advised using data from TalentNeuron Recruit in FY2018, with many more being reached with modified curriculum, programs, and materials that introduced them to high-demand career pathways.  Approximately 60% of users working directly with students said use of TalentNeuron Recruit “increased the relevance of job opportunities to student needs” between April and October 2018.

RealTime Talent continued to use its unique position as a public-private partner to bring creative solutions to Minnesota’s labor shortage, skill misalignment, and labor market inefficiencies. 

In K-12 education, we expanded TalentNeuron access and training, developed customized career pathway reports, and provided data consultation to Career and Technical Education (CTE) consortia across Minnesota, leading to in-depth engagement and increased use of labor market data in the classroom.  For Higher Education, RealTime Talent created customized reports or provided consultation around program development, expansion, modification, as well as regional workforce data for institutions including, but not limited to, The College of St. Scholastica, St. Cloud State University, Normandale Community College, and AgCentric Center of Excellence.   Some of RealTime Talent’s contributions to the workforce system include engagement with the Greater Metropolitan Workforce Council’s workforce planning efforts, supporting the sector committee, data work team, and the strategic partnership team in employer engagement and securing appropriate labor market data.  RealTime Talent also supported the curriculum and delivery of the GMWC Sector Skills Academy, focusing on data-informed decision-making and employer engagement strategy.  We were privileged to collaborate with the DEED Workforce Strategy Consultants and the Center for Economic Inclusion to support the GMWC and local Workforce Development Board employer engagement needs in the six key industry sectors. 


Left to right: Tawanna Black, Center for Economic Inclusion , Peter Frosch, GREATER MSP, Laura Beeth, Fairview Health Services, Shawntera Hardy, Minnesota Department of Employment and Economic Development , Deb Broberg, RealTime Talent

This past year,  RTT established a Business Talent Initiative, with the support of GreaterMSP, MSPWin, the Minnesota Chamber, MN Business Partnership, and the Itasca Project, to facilitate employer involvement in partnership with key sector team leads: MPMA, Hennepin County, AgriGrowth, and MHTA.  This Business Talent Initiative is now a working group within RealTime Talent’s Advisory Council.  We continued the development of diversity reports and talent sourcing strategy consulting for private companies and business associations, provided labor market data for industry membership organizations, and solidified relationships with the commercial building trades associations, offering demographic and workforce data for four quarters to help guide apprenticeship program enrollment planning.

We look forward to the work ahead of us in 2019 and collaborating with our partners in the great state of Minnesota. 

If you have any questions about the work of RealTime Talent, please contact Phil Arellano, phil@realtimetalent.org.

Content contributed by Phil Arellano and Erin Olson, RealTime Talent.

Erin Olson Graduates from U.S. Chamber Foundation Education and Workforce Fellowship Program

Fellowship Provided State and Local Chambers with Opportunities to Engage Nationally on Critical Education and Workforce Issues

WASHINGTON, D.C. – The U.S. Chamber of Commerce Foundation today announced Erin Olson, Research Strategist of the Minnesota Chamber Foundation graduated from its premier business leadership program. The inaugural Business Leads Fellowship Program trained and equipped leaders from state and local chambers of commerce with resources, access to experts, and a network of peers to build their capacity to address the most pressing education and workforce challenges.

“The business community is the key to solving our state’s talent shortage and skill misalignment,” said Erin Olson. “Chambers of Commerce are uniquely positioned to help infuse the critical skills of tomorrow’s economy into our educational system from early childhood through postsecondary.” Olson provides labor market research, consultation, and employer engagement support to higher education, high school CTE programs, employer associations, workforce development, and career pathway initiatives across Minnesota.

“As clearly displayed throughout this program, state and local leaders know better than anyone the critical link between education and economic development,” says Cheryl Oldham, senior vice president of the Center for Education and Workforce. “Not only did the Fellows gain a network of peers and experts in the field, the program is designed to help these leaders find opportunities to develop initiatives that will continue to advance the growth of their local economy and put education policy into practice.”

Following a competitive application and selection process, Olson was selected along with 34 other state and local chamber executives across the nation to participate in the inaugural class. The four-month program, which ended this week, covered the entire talent pipeline, including early childhood education, K-12, higher education, and workforce development.

Upon completion, Business Leads Fellows join the U.S. Chamber of Commerce Foundation’s dedicated network of 200 chambers of commerce and statewide associations from around the nation who regularly engage on education and workforce initiatives.

Given the overwhelming interest in the program, the U.S. Chamber of Commerce Foundation will host a second cohort in spring 2019.

For a full list of participants in the Business Leads inaugural class, visit the U.S. Chamber Foundation website.

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Hispanics and Latinos in the Workforce

September 15th through October 15th is National Hispanic Heritage Month.  Hispanic and Latino people began to arrive to Minnesota in significant numbers in the early 1900’s.  Currently, over 280,000 Hispanic and Latinos reside in Minnesota.  This infographic details the impact our Hispanic and Latino population has on our state and the workforce.

 

 

To download a PDF copy of this graphic, click here.

IT Jobs Continue in High Demand Across Industries

Our newest infographic highlights some of the latest trends in Information Technology–including the top soft skills, character traits, and computer skills that employers are looking for in new candidates.  Take a look to see what employers are demanding from today’s Minnesota job seekers and get a sense of how much this field is expected to grow by 2024.

 

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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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.

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