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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.

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

Northwestern Minnesota

 

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.

 

Sources:

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/

 

Southwestern Minnesota

 

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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

 

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AgriGrowth Highlights RealTime Talent Research in Agriculture’s Labor Force Needs

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] graphicsfornewsletterarticle1

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.

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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.

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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.

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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 erin@realtimetalentmn.org 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

Survey Results: What Matters Most to Job Seekers

We asked our Minnesota community what they value most in a job, and overall the responses are what you might expect: compensation and maintaining a positive work/life balance are critical. However, we noticed some interesting differences between job seekers of different age groups that suggest compensation may not be the first thing that younger members of the workforce are seeking; many seem to value the flexibility to work remotely and working for a cause they can believe in more than money.

 

rtt-job-seekers-survey-pieFirst, it is important to note that we did not receive nearly enough responses to make broad assumptions about all Minnesotans.  Out of the 50 responses we received, 35 (70%) were from people between the ages of 25 and 44, 7 (14%) were between 16 and 24, and 7 (14%) were between 45 and 64. One person responded who was older than 64.  While we can’t draw any statistical conclusions from these results, they are still an interesting snapshot to consider and our results do
echo other studies on the topic. Please take our results as a fun, casual look at what job seekers in the RealTime Talent community value most in their place of work.

 

It would be wrong to assume that compensation is the first thing that all job seekers pay attention to when considering a new job. In fact, our survey suggests that maintaining a healthy balance between work and life activities and seeking a company with a positive mission may be more important to some young job seekers. Compensation ranked third overall for young people, with not even a single respondent in the 16-24 age group indicating compensation as their first consideration in a job.  Working remotely is also a unique value of young job seekers.  Every participant in our survey ranked workplace flexibility somewhere between #1 to #5 in importance. These responses may be tied to how people in this age group define a positive work/life balance. The least important consideration for survey participants in the 16-24 year old group was the leadership of the company they consider.

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While compensation appears to become more important to older job seekers, 25-44 year olds still report that maintaining a positive work/life balance is the most important consideration. Job seekers in this age group were more likely to indicate that opportunities for advancement in a job were a swaying factor in a job offer. Company leadership was slightly more important to 25-44 year olds than for younger job seekers, but having flexibility to work remotely was less important on average among this older group. Health benefits ranked as the least important factor.

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There was a high level of consensus among the few responses received from job seekers between the ages of 45 and 64. Unanimously, these participants indicated compensation as the #1 or #2 most important factor in considering a job offer, with maintaining work/life balance coming in second place on average.  Location was also important to all survey participants in this age group, with every participant ranking place of work in their top three. Job seekers between 45 and 64 years of age also report the importance of health benefits when considering a job, pointing to the increased need for medical services with age. Opportunities for advancement rank last in this age group with every respondent ranking it in the lower half of the options given. These limited findings may suggest that many workers over 45 are finished with trying to climb the achievement ladder and are instead looking to receive the benefits of their hard work.

rttjobseekers45

Based on these results and the few studies cited above, it is impossible to determine whether these differences in job seekers focus are a result of changing values and roles as workers age, or signs of broader generational differences. There have been many hypotheses lately on the differences between Millennials, Gen X-ers, and Baby Boomers in the workplace, with hundreds of firms fighting for their place in a $150 billion global HR consulting space.  However, other studies suggest that the generations may not be so different after all. IBM’s Institute for Business Value released a report in 2014 based on 1,784 employees across the globe that found workers across all generations share similar workplace values. Nationally, CNBC found similar results in 2015. Multiple studies have found that across generation, race, and gender, employees tend to want the same things out of their work. Instead, it seems to be the importance of each factor and the way that these factors are defined that shifts with age and life stage.

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