Regional Innovation Clusters & Talent Management Trends

April 12

Just as HR technology is evolving at light speed for the recruiter so too are there even newer platforms for candidates to discover, engage and garner attention from employers of choice within the current talent management space.

Given all the disruptive innovations in the HR tech space such as artificial intelligence and skills based matching those that can easily identify, source and engage talent into the models of building talent communities or passive and active candidate ecosystems via portals, custom career websites or a plethora of a SaaS based solutions that are available now the big question for me and the C suite I would think is ” how do we align efforts to address the changing job market, as well as the way in which people work”.

Much has been shared on the future of work and how we work but the elements that resonate with me and candidates I feel are more germain and related to workforce planning, re-skilling, and workforce development efforts that not only require robust data analytics and metrics, but will bring a consumer-centric approach and position our nation for continued growth and prosperity. In this recent webinar from Findlyyou will be able to glean some great takeaways on how at the macro and micro level small changes now can reap big benefits down the road.

Integrating social media, while being mobile ready and driving the right message home at the right time is just as important to your prospective candidates as it is to your marketing team. It needs to happen early, often and in a way that will speak to the motivational attributes that they your target audiences are seeking. It needs to be user-friendly, and optimized to engage. So if you’re employment brand is not speaking to the candidate maybe we’re just not listening. It may be you are seeking to articulate a mission but beyond the creative and dynamic images and tonality, how can employer brand management serve to impact your organization and garner favor from new entrants to the workforce?

These disruptors as well as the traditional vendors in the applicant tracking system space are all scrambling to optimize for mobile, realizing the benefit of search engines, while also driving and developing content, gamifications, badges etc. while providing a branded digital experience across the full candidate lifecycle solution.

If we are to leverage innovative sourcing and data analytics tools like wantedanalytics.com, findly, HR Logix or others we must also be mindful of the changing landscape in terms of America’s Advanced Industries and the what and where that talent resides can be challenging to the the HR suite. Bringing a genuine understanding about the market dynamics your in both contextually and geographically is key to how we can foster support and a common cause efforts around STEM, so that not only are we attracting talent to our organizations, but working in consort with the academic and public sector stakeholders we need to drive meaningful change.

In fact are we driving the industries that we need to in order to be a global competitor in the talent economy of tomorrow today ? We will need talent in key technical areas. It begins with how and why you as an HR leader can position your employer brand and special emphasis programs or even corporate social responsibility efforts to be in line to feed new talent into our nations’ regional innovation clusters (RICs).

It is A Mission Worthy of Our Best Efforts

As the Administration is working[1] with key agencies like those of the U.S. Office of Personnel Management much effort has been put into the body of knowledge and approach that may be needed to improve the effectiveness of the Pathways Program by further developing the necessary resources to educate hiring managers, human resource professionals, academic partners, and potential applicants.

There certainly are several Federal programs designed to attract you to answer the call of public service recently that include: a new initiative by OPM around a re-invigorated approach to attract entry level and recent college grads into what has been called the REDI Roadmap speaks to college and university relations professionals on the commercial side of the house with Federal HR in the Pathways Program. In fact OPM has coined this program REDI Recruitment, engagement, diversity and inclusion and has released a toolkit for hiring managers and HR professionals. It would be good for prime contractors to also emulate these aspirations and in the last five years much has been invested to help agencies articulate the occupational categories, competencies and skills sets they will need to address and put performance measures in place. What has emerged are some mission critical occupations and fields where the U.S. is just not putting out the quantity or caliber or candidates needed.

Top STEM Occupational Groups in the Federal Government
(as of August 2014):

Sciences Occupations …………………………… 67,442

Technology Occupations……………………….. 81,533

Engineering Occupations…………………….. 101,933

Mathematics Occupations …………………….. 17,418

Here are the cities with the most STEM jobs today according to job aggregator Indeed. It will become more important however for Federal sector employers to establish robust Pathways program offerings to engage with recent grads and to share via social and mobile media the opportunities available to you the HR community as well as the academic career counselors to work together to discover what we can all do to attract prospective employees into key fields of study such as manufacturing or cyber.

Just as the Federal workforce has been working to bring innovations forward with an aging workforce, more and more HBCU’s and Minority Serving Institutions will need to be working on fresh collaborative initiatives fueled by corporate sponsorships that can bring stakeholder engagement to the fore, as only together can will begin to integrate instruction in Science, Technology, Engineering, Arts and Mathematics (STEAM) into our school’s curriculum.

Just as the Department of Education is working to promote a focus on critical thinking, problem solving, innovation and collaborative approaches to better prepare our students for college; employers are beginning to provide more robust custom learning and performance measures in place with the tools and technology that can help us to achieve a skilled workforce to be competitive in the global economy.

Case in point, take the recent Brookings study that has put out an excellent analysis that can help you to not only articulate the value to the C-Suite for support but you can click here to target those hotbeds of innovation, science and technology that can inform your school selection criteria.

“At the national level, the 50-industry, R&D- and STEM-worker-intensive sector added almost 1 million jobs in the years 2010–2013, or nearly 18 percent of the nation’s total job growth. That’s not bad for a sector that represents little more than 8 percent of the nation’s job base. Over those years employment in the sector grew by 2.7 percent per year on average, nearly twice as fast as in the rest of the economy.”

Real time tracking, real time data, and America’s Advanced Industries will need you the human capital community to build the workforce of the decades to come. As you consider the ecosystem and resources required to attract top talent and retain talent, take pride in knowing that the work you do at the community level will provide the synergies we need to rebuild our cities, towns, schools and education system and in turn our communities. Together building that common cause can be an effective reallocation of traditional paid media, when offset with the savings derived from owned or earned media for outreach regarding your recruitment budget, but ultimately it will help you not only recruit but retain talent, and at no other time has it been more important as other nations try to rebuild their Advanced Industry sectors that we at least start to build and fund efforts to grow our STEM workforce. What are some of the exciting STEM and College university relations efforts you have had success with ?

[1] Human Capital: Strategies to Help Agencies Meet Their Missions in an Era of Highly Constrained Resources. http://www.gao.gov/products/GAO-14-168

Source: Brookings America’s Advanced Industries

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