ACT’s Post

Half of U.S. workers are STARs: They do not have bachelor’s degrees, but they do have skills. They’re skilled through alternative routes like military service, community college, workforce training, and being on the job. Today’s labor market problem is not a program problem, it’s a math problem. If organizations that care about workforce success don’t have a STARs talent strategy, they only have half of a talent strategy.

We continue to see the concept of "new-collar workers" gain momentum as companies increasingly prioritize skills over traditional degrees. I came across an article published in Forbes titled, “7 Step Plan For ‘New-Collar Workers’—The Next Generation Of Career Candidates,” written by Contributor, Bryan Robinson, Ph.D. The article provides various sources of data that demonstrate the talent opportunity we gain by taking a skills-first approach as well as what it will take for more business to support this approach: https://lnkd.in/d9ZsPWjC #WorkforceDevelopment #NewCollarWorkers #CareerTraining #FCPSACE #FutureWorkforce

https://lnkd.in/g6nuUUjn https://lnkd.in/g-9DQD9b It can be difficult to navigate the present landscape of worker engagement and job development without feeling as like you are navigating competing narratives. While there are constant reports of increased employment and economic growth, many people still struggle with underemployment or unemployment. Adolescents are being urged to seek manufacturing careers as a means of securing steady employment at the same time. This idea is viewed with mistrust, though, since these are the precise roles that others who came before them were warned against because of their experiences with unstable employment and disillusionment. What then is the answer in the face of this seeming paradox? Recognizing the complexity at play is essential. Even while the numbers on employment creation may appear promising, many people's realities are still unknown. Organizations must cultivate transparency, stability, and trust in order to address the underlying causes of distrust around some industries, especially manufacturing. Organizations need to make it a priority to create work environments that put employee well-being first, offer worthwhile possibilities for advancement, and show that they are dedicated to treating employees fairly and with respect in order to close this gap. This means taking proactive steps to mend past wrongs, reestablish trust, and foster an environment of honesty and responsibility. Furthermore, it's critical to enlighten young people about their employment alternatives, busting myths and emphasizing the possibility of fulfilling careers in industries like manufacturing. Open communication and cooperation between educational institutions, communities, and industry stakeholders can help close the gap between workforce engagement and job creation, paving the way for a better future for all. This week, come along as we explore the intricacies of job creation, workforce participation, and the difficulties that confront employers and job seekers as we take a closer look at this urgent topic. Let's work together to sort through the complexities of this complex problem and consider possible solutions in order to open the door to a more affluent and inclusive future. As we mutually navigate this always changing world, keep an eye out for intelligent conversations and incisive observations. #JobCreation #WorkforceChallenges #FutureOfWork What are your thoughts? Add your comments below. Helping companies grow and scale! #manufacturing #bluecollar #leadingwithlean #leanthinking #leanleadership

Joe Buri fantastic insights

One of the key findings identified within our survey of over 27,000 respondents was that workers are rethinking what ambition means to them. Over a third don’t want career progression because they are happy in their role, and the long-term ambition for most respondents is a stable in-house role. However, there are clear contrasting preferences. The number of people saying they wouldn’t accept a job if it didn’t offer career progression opportunities (36%) is nearly the same number (31%) of those saying they don’t want career progression because they are happy in their role. Find out more about the ambition and motivation of today's workforce in #Workmonitor 2024: https://hubs.la/Q02qWgjp0

It's fascinating how Gen Z's view on job loyalty is evolving, prioritizing salary and rapid career progression. This shift, fueled by the transparency the internet offers on pay scales and career advice, reflects a pragmatic approach to navigating today's unpredictable job market. It seems like they're adapting fast, learning from the instability they've seen in the workforce. #GenZ #CareerGoals #SalaryFirst #JobMarketTrends

A few weeks ago, the University of Phoenix Career Institute released its annual Career Optimism Index, a comprehensive study that looks at how American workers feel about the future of their jobs and the career opportunities in front of them. And the results were less than positive. Not only did the majority of respondents feel easily replaceable, they also felt that opportunities for internal mobility were few and far between. Meanwhile, nearly half of all employers said their biggest challenge was a lack of well-qualified applicants. Welcome to the Great Talent Stagnation, where the disconnect between overlooked and underutilized employees and their employers is more apparent than it has been in quite some time. Combine that with broader economic challenges and employer efforts to cut jobs and reduce expenses, and it should come as no surprise that, according to a 2023 Gallup poll, employee engagement is at its lowest levels since 2015. And yet there are silver linings of positivity. According to the Index, despite feelings of stagnation, 78% of Americans remain hopeful about the future of their careers. And two-thirds said they’d be likely to stay with a company that invested more heavily in their career growth. For employers facing an increasingly tight job market and a dearth of qualified applicants, it might be time to invest even more in the talent within their own workforce. #stagnation #employeeengagement

Skills-based hiring is more than just a trend—it's a transformative approach that opens doors for millions of young adults without traditional credentials. At Jobs for the Future (JFF), we're excited to share five actionable strategies from the Young Adult Talent Development Network (YATDN) to help youth-serving organizations bring skills-first hiring to life. Why it matters: Too often, employers overlook young adults without degrees, missing out on a diverse pool of talent brimming with resilience, creativity, and leadership. By shifting focus to skills, employers can tap into this untapped potential, creating pathways to quality jobs for those who need it most. Follow the link to read our actionable strategies and join us in championing skills-first hiring and creating a future where every young adult has the opportunity to succeed. >> https://hubs.la/Q02Lmn0M0 #SkillsFirst #YouthEmployment #WorkforceDevelopment #FutureOfWork #TalentDevelopment #InclusionMatters

We all know that fewer people are quitting nowadays. What you might not know is that way fewer are moving up the org chart, my colleagues Jo Constantz, Ella Cerón and Daniel Neligh report for Bloomberg News today. Among 68 million white-collar professionals, just 1.3% were promoted in the first three months of the year, the lowest rate in five years, according to an exclusive analysis conducted for us by Live Data Technologies. Remember when job-title inflation was rampant as employers handed out pseudo-promotions like candy to hold onto people in 2021 and 2022? Those days are over, and the consequence is that a lot of workers got out over their skis. “They sometimes elevated folks a little bit beyond their skill set," said Aaron Terrazas, chief economist at Glassdoor. The bottom line? Get used to your current role, because it's not gonna change for a while unless you're a rock star, especially in this cost-conscious environment. #careers #LITrendingtopics #promotions #hr #jobs #hiring #raises #orgchart #management #data

Unique perspective on one of the side effects of the current labor market. When things are tight its like a boa constrictor coiling around all aspects of the labor market from early talent to seasoned professionals!