Worker training is a critical limitation to our long-term economic growth. US needs to make targeted investments in our workforce in various industries through worker training and education to reduce the increasing gap between number of unqualified workers and the increasing number of job openings.
In 2015, federal, state and local governments in the U.S. spent less than a 0.5% of gross domestic product on programs to train those who are or could be in the labor market, the article states. That is less than most other industrialized nations, including Canada, Australia and Germany. In addition, U.S. schools and governments have a mixed record of success in retraining Americans who lost their jobs for new roles.
According to this recent paper, spending on education and training in the U.S. has been mostly focused on people younger than 25 years old. Relatively little is spent during a person’s working life by employers or the government, potentially leaving them without the ideal skill set for modern jobs. Many employers are reluctant to provide that training, fearing competitors will reap the benefits by hiring away their skilled workers.
For complete details, please visit: https://www.wsj.com/articles/without-better-training-u-s-will-fall-short-on-workers-economists-say-1531850521?mod=hp_major_pos12&ns=prod/accounts-wsj
As the talent war heats up and companies are struggling to attract and retain millennials, they must keep in mind what matters most to them. Finding an organization that will help them learn, grow and further their careers. More importantly, companies must not simply “advertise” that they provide these, they must embed them into their corporate cultures. When a company accurately reflects its culture, it’s easier to attract the right talent. An employer’s culture and branding strategy should be clearly expressed in its recruiting materials and website, including any videos and social media.
For full article, please see: https://www2.staffingindustry.com/Editorial/Daily-News/Millennials-rank-top-workplaces-helping-workers-grow-is-a-top-factor-46378
Best practices from the top-ranked companies include:
See our latest search for 2 Directors of Clinical Affairs at: https://regionalpersonnel.com/job/clinical-spine-orthopedic/
There are more jobs than people out of work. According to the Bureau of Labor Statistics, in April there were 6.7 million job openings and just 6.4 million available workers to fill them. As the demand grows, however, workers are more confident about moving between employers and talent wars will naturally escalate. April marked the second month in a row that there were more vacancies than available hires, a phenomenon that had not happened before 2018. Despite the mismatch, sizeable wage gains remain elusive, with average hourly earnings up just 2.7 percent over the past year.
The full article: https://www.cnbc.com/2018/06/05/there-are-more-jobs-than-people-out-of-work.html
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Here is an insightful blog on Time Management by one of the most efficient business minds I know—Jim Gano. Enjoy! – Dr. James Lynch
March 14, 2018
Answering the question “How do you get it all done?”
I can’t even venture a guess at how many times I get asked the question “How do you get it all done?” or my personal favorite “Is there anything you don’t do?” to which I often jokingly reply, “yes, sleep!” I own a business with five separate and distinct divisions, including awards, signs, custom imprinted apparel, promotional items and varsity jackets, almost like having five companies in one. I also host a weekly radio show, called “Takin’ Care of Business.” I announce local high school football and basketball games. I am a freelance announcer. I emcee several fundraising events every year for local charities and organizations. I am a writer. I am a husband and a father. And I consult with and speak to numerous businesses on how to make their operations more efficient, improve productivity and return them to profitability. I also volunteer on several committees/boards in my community. As you can see my plate is pretty full. And I wouldn’t have it any other way.
Sometimes when asked how do I get it all done, I am confused by the question. I get it done because I have to. My day starts at 5am when I wake up and I start prioritizing the top five things I need to do that day. There will be many more things that have to get done, but these five are the “must do’s” of the day. I get it done because I set goals and times for things to be finished and just like President Jed Bartlett, on the TV show “The West Wing” as soon as I am done with one task I ask, “What’s next?” though I don’t reference Mrs. Lanigham, then I move onto the next task.
Recently, one woman really pressed me for an answer when I was a guest speaker at a Women in Business luncheon talking about ‘marketing and promoting your business’ and said “I really want to know how you do it all.” And it didn’t seem like she was going to let me off the hook until I answered her. So I said, “I make time for everything, I prioritize tasks (even color code them) and delegate what others on my staff can do so I can focus on those things that only I can handle, and I don’t take on more than I can handle. If it is important to you, you will find a way to get it all done. Some days my calendar looks more like a kaleidoscope than a day planner, but not always. When there is a conflict in my schedule I try to reschedule something or if I can’t, I pick the one I deem most important and decline the second (or third or fourth). I may miss a favorite TV show while I prepare my radio show, but that is why I have a DVR, I’ll catch the show later. I may stay up later one night or get up early to work on something, but again if I deem it important, I’ll find a way to get it done.” She snarked, “Your wife must love that.” I told her “I am home almost every night for dinner, I spend time with her and our kids if they are home, we might watch a few TV shows or talk each night, but eventually if I need to get something done, I will excuse myself and do it, then return if time allows.
Again, it all comes down to what is important to you. My family is most important to me and I try never to let my work interfere with that. I realized a long time ago that there is much more time in the day if you use it wisely. I could fool around on the internet, or watch TV shows until my eyes cross, but those things aren’t as important to me as being with my family, building my business and making sure my employees have plenty of work to do to keep them employed. They are the backbone of my business and what allows me to do those other things I enjoy.
Years ago when I was asked why I do so much by someone I explained to them that when we die our headstone will have our name on it along with the date we are born and the date we died. In between those two dates will be a dash. That dash represents everything we did from the day we were born until the day we left this earth. I’m just filling up the dash. Sometimes when my wife or my friends ask me what I am doing at a particular moment I’ll tell them, “Just filling the dash.” And they all know what that means.
The takeaway here is simple. Do what is important to you. Don’t procrastinate. Make the time. Do it today, not tomorrow and you will be surprised how much more you can do with your extra time. Then, find something else to do, time with family, friends, travel, a hobby, volunteer, you pick, it’s your life.
But, never stop filling up your dash.
Jim Gano is an award winning business consultant and owner of Crown Trophy of Flemington an award retailer specializing in awards for corporate recognition and athletic and academic achievement. Additionally, the company has three other divisions, a full service sign shop, a promotional products division, and a custom imprinted apparel division. Gano also hosts a weekly radio show called “Takin’ Care of Business” which can be heard at noon (Eastern) every Thursday by logging onto www.hunterdonchamberradio.com or on WHCR-DB
By 2025, PhRMA reports US Pharmaceutical jobs could be 60% vacant from a lack of effective education policies coupled with growing competition from other countries. A robust STEM (science, technology, engineering and math) workforce is absolutely crucial to the future of the biopharmaceutical sector.
How has the US reached this point?
The Pharmaceutical industry is research intensive, and all aspects from R&D to manufacturing require highly-skilled workers. This shortage of skills will get worse as drug development gets more complicated. US Government shoulders some blame by neglecting education in these areas, just as competitors including Australia and China have been ramping up their efforts. In 2016, China had 4.7 million recent STEM graduates, compared to just 568,000 in the US.
According to vice president of policy and research at PhRMA Anne Pritchett, there is a real danger the country’s pharmaceutical industry could fall behind its competitors if nothing changes: “Research and Development (R&D) intensive industries like ours could be located in any country. If we get to a point where the policies and the STEM workforce in another country outweigh what we have in the US, there’s a real fear that we will lose our competitive edge.”
Pritchett points to a few keys areas where US needs to be able to analyse the increasing amount of ‘Big Data’ in order to assess efficacy, safety, as well as, real world evidence in developing new medicines.
To access the full report and to learn about STEM education policies in the US, please follow link below:
Leadership Hunterdon Consulting Team (LHCT) recently released its findings regarding tech sector growth opportunities in Hunterdon County: “A Case and Framework for Tech Sector Growth in Hunterdon County” – see full report link below.
I had the privilege of speaking at the Graduation Dinner on behalf of, and as a graduate of, the Leadership Hunterdon Class 2017.
Overview: The Leadership Hunterdon Consulting Team (LHCT) reviewed the feasibility of creating and growing a sustainable Tech Sector in Hunterdon County, as well as, strategies to attract technological resources and a high-tech workforce to the County.
The population in Hunterdon County is aging, while Millennials are moving out of the county due to a variety of reasons, including a lack of high-wage, quality jobs. LHCT believes there is a vast and immediate opportunity in the technology sector for the following reasons: (1) higher paying jobs, (2) attracts the younger generation, (3) a small physical footprint, and (4) crosses multiple sectors.
A Technological Center will have an immediate, positive impact on economic development within the County by creating new, high-wage jobs and a better way of life for those attracted to these jobs. Nourishing a technology cluster in the county will encourage a younger, financially secure population to work, play, and live in the county. A small but growing tech sector already exists in the county, but has been disjointed and lacks networking and growth opportunities. A concerted, dedicated effort to grow and sustain these existing tech companies and individuals is necessary. Developing shared work spaces, for example, will help bring the technology and the minds driving it together by provide a platform for nascent technologies to “incubate.”
The LHCT concluded that the county is well-suited and ready to make this a reality and grow it with a long-term, multivariable effort to further develop and sustain this sector.
Click on image below to access the complete report and findings of the White Paper
Every day I get to speak with many business owners and decision-makers across many industries. I consistently hear the same staffing problems, “I need smart, motivated and resourceful people.” The question is, how does one uncover these traits from the hundreds of resumes received each week?
While the resumes list all the candidate’s wonderful accomplishments, these are a retrospective view of past performance. The question is, will this person be successful in the new company with its unique culture, clients, challenges, requirements, etc.
A key predictor of a candidate’s success, I have found, is their attitude. The reason attitude is so important, I feel, is because it can be a key driver of one’s resourcefulness. In order to succeed in today’s ambiguous workplace, candidates must bring a high-degree of resourcefulness. They question“why are we doing it this way?”
Attitude assessments must be part of the overall interview process. There are standard on-line assessments, however, an experienced recruiter with great interviewing skills and instincts, can uncover true attitude, as well as, the underlying personality traits that drive that attitude. Behavioral interviewing with specific conversations into particular situations, and experiences can uncover surprises –good and bad.
In terms of resourcefulness, many of the newly-minted graduates seem to fear failure. Failure should be seen as a learning opportunity in any organization. The key word here is to “learn” from it and to share it with others so that the company can become more competitive as an organization. In this new workplace, star employees thrive on ambiguity, and more importantly, they see it as an opportunity to garner resources in new ways to get the job done, better! Failure is all part of this process.
The interview is not only to verify the wonderful accomplishments listed on one’s resume, but to access the candidates’ attitude toward their future, their career, and the opportunity as presented to them. This is one way experienced recruiters find the stars for the new world!
James . Lynch PhD, MBA
Regional Personnel is a privately-owned, boutique staffing and recruiting firm located in Hunterdon County providing service throughout New Jersey. As trusted, ASA-certified staffing professionals with 31+ years of combined staffing and employment experience, we match top talent with businesses of all sizes. We provide a unique and personal experience that no other staffing agency in the area can match.
Current Staffing Options in New Jersey. Tune into https://lnkd.in/bAVSi4s, this Thursday (3/31) at noon to listen to Jim Lynch (President, Regional Personnel) discuss staffing in New Jersey. www.hunterdonchamberradio.com during Jim Gano’s (@jimgano83) segment “Takin’ Care of Business.”
The first hours, days and weeks of any new job is filled with anticipation and stress – for employee and employer. Increasing the probably of success depends on being resourceful and taking the initiative on Day One!
Who is invested in my success…?
My advice to any new hire is to identify who is my “go to” person for questions. The answer to this question forms a single point of accountability (“contract for your success”) between new employee and manager.
Point person is identified, now what….?
The new hire and manager should strive for complete clarity regarding any task or project. Communication and work styles will be different, but there needs to be a common understanding of what is expected. Work quality & timeliness can be maximized with one phrase:
“Clarification + Feedback + Expectation (CFE) = No Surprises”
How does this dynamic work…?
This feedback loop works through open & frequent communication. A new hire can demonstrate initiative by getting face-time for “CFE” with his/her new boss in the early days of any new job. Some bosses want daily updates, while others are more amenable to compiling questions for weekly meetings. Some want to know “real-time.” In terms of which works better will depend on individual styles. Ask!
Whether entering a family-owned business or a large corporate organization, resourcefulness and initiative are early indicators of future success (failure) for any career.
Best of luck!
There is a popular belief that as the year rolls to a close, so do the job opportunities. This is not always the case, and this is why. Most hiring managers have completed 2 major, annual tasks. They have finished their budgets for next year (a process that runs from August-December), and have submitted staff performance reviews to HR used to calculate bonuses for this Spring. Now, hiring managers will focus on critical skills and personnel gaps needed to meet next years’ objectives. And so the cycle begins again for every company regardless of size. That is, aligning departmental objectives to support overall corporate objectives, fighting for the budgets and head count needed to deliver on these objectives, and establishing & linking measures-to-rewards to align their teams to deliver the results management and shareholders seek. So my advice to anyone seeking a career change during this time of year, remain diligent and optimistic during this holiday season.