Opportunity@Work’s Post

Yes! Yes! and Yes! This may be one of the most on-point articles that I have read on workforce policy and outcomes and one of the hottest discussion topics at the moment. "Why has the system generated such disappointing results for job seekers over the last several decades? It is organized around a failed premise: the belief that unemployment and underemployment are primarily a result of individual skill deficits and that if the system can equip people with “in-demand skills,” then employers will reward those people with good wages. That has not happened." This is why New Collar Talent has adopted design thinking methodologies as the core of our approach to workforce innovation. It puts user-centered outcomes and worker voices at the center of co-creating real outcome driven innovation. This article has defined our challenge statements, so how do we starting innovating, in new ways, as a national collective to bring the workers at the center of our policy and programs? #workforcepolicy #workforce #innovation #designthinking #training #skills #education #goodjobs #cocreate Mary Alice McCarthy Maureen Conway Ali Bustamante The Aspen Institute New America

🚨 Workforce shortages are a pressing issue for Washington employers! 🚨 Here’s your chance to share what matters most to you! Employers, job seekers, and workers—your voice is crucial. Take this quick survey: https://lnkd.in/gaqmWhbC Your input will help the Workforce Training & Education Coordinating Board understand the job quality priorities of Washingtonians. These insights will shape strategies, messaging, and actions to improve job quality across the state—impacting policymakers, employers, funders, workforce professionals, and government agencies. 📢 Let’s work together to build a stronger workforce for Washington! Workforce Training & Education Coordinating Board Joe Morrison James Davis Seth Abelson, PhD Holly Hill, MA Marty Cavalluzzi Bill Dowling, MA, CWDP Luci Bench

As America navigates its labor shortage, understanding the underlying dynamics is key. In this article, multifaceted factors contributing to this complex issue are highlighted. From demographic shifts to evolving job preferences, it's clear that a comprehensive approach is needed to address workforce challenges effectively. This is why compensation and benefits strategies are crucial now more than ever. In a landscape where total rewards play a pivotal role in attracting and retaining talent, having the right technology and structure in place is equally important. As employees have more options that ever, staying ahead is crucial. Reach out to delve deeper into the intricacies and explore innovative solutions. #Workforceinsights #LaborShortage #FutureOfWork

Talent Beyond Tradition: The U.S. Chamber of Commerce‘s report, “Understanding America’s Labor Shortage: The Most Impacted Industries,” provides a comprehensive overview of our workforce and details the impact of the worker shortage across the nation.   By offering opportunities to those with non-traditional backgrounds, including second chance talent, employers can fill gaps in industries hit hardest by “The Great Reshuffle.”   The report reveals that labor shortages affect all industries — from manufacturing to finance — across nearly every state. This underscores the critical need to expand hiring practices to include second chance employment, ensuring all available talent is utilized.   Explore the Chamber’s report here: https://lnkd.in/dA_9vbrU

Finding and keeping talent is tough-- especially without knowing how you stack up against the competition. In Workforce Watch, we aggregated data from over 3 million employees to look at trends in pay, tenure and turnover. Read the report to learn more!

According to HR Dive: "68%The percentage of hiring managers who said their company plans to reskill workers this year, according to the results of an Express Employment Professionals and Harris Poll survey. Managers said they intend to offer company-led training sessions and on-the-job training by other employees." The good news: employers want to retain their employees. And employees need to embrace re-skilling as an opportunity and an opportunity to stretch -- as opposed to "Not My Job." This same scenario happened after the dotcom meltdown and in the post 2008 recession. It's a repeating cycle.

On Tuesday, April 9th, a bipartisan majority in the U.S. House of Representatives passed the “A Stronger Workforce for America Act” (ASWA). The legislation proposes to reform and reauthorize our federally-administered public workforce system, replacing the Workforce Innovation and Opportunity Act of 2016 (WIOA). The Good Jobs Collaborative acknowledges the dedication of House members to investing in workforce development. However, ASWA falls short of delivering the transformative change needed in our workforce system to effectively support workers and jobseekers. In particular, ASWA neglects to realign our public workforce system with the aim of placing individuals in high-quality, family-sustaining employment opportunities. The Good Jobs Collaborative (GJC) is a diverse collective of organizations dedicated to advancing a worker-centered workforce development system. Read the GJC joint statement responding to ASWA and offering another way forward here: https://lnkd.in/eGPS5Ch3

Quick, valuable read on the struggle employers will face the balance of this year and into 2025 when it comes to finding, attracting and retaining employees.

🔧 America’s Labor Shortage: A Complex Puzzle with Solutions in Sight 🔧 The U.S. labor shortage isn’t just about the number of open positions—it’s about the kinds of jobs available, how they’re perceived, and how we’re promoting them. Tackling this issue requires more than just filling roles; it calls for a rethinking of how we structure, value, and communicate opportunities. Here’s what we’re seeing: - Many roles remain unappealing due to the nature of the work or pay that falls short of expectations. - Some jobs are virtually invisible to potential candidates, with limited advertising or awareness. - Certain positions remain vacant because incentives don’t align with the demands of the job, making it challenging to attract skilled talent. This labor challenge is an opportunity for businesses, policymakers, and communities to come together and reshape our approach to work. With collaborative efforts, we can enhance job visibility, foster pay equity, and ensure opportunities reach those ready to fill them, creating a workforce aligned with our evolving market needs. We know what's needed, and we know how to make it happen. We’ve built successful programs and executed strategies to solve these challenges time and again. Let's talk! #LaborShortage #WorkforceDevelopment #OpportunityAwaits #FutureOfWork #JobMarket

Are you having trouble navigating talent acquisition and retention? Good news-- we've got your compass. We compiled the records of over 3 million employees to take a look at where things stand in terms of pay, tenure and turnover. Learn more today!