As we are all aware, the jobless rate hasn’t dropped much in the last year.  Hiring is happening, but piecemeal, and for specific talents.  So, one way to set your target is to watch industrial/business news about what positions have been difficult to fill.
An article in the SHRM Magazine, June 2010, highlights a projected severe shortage in workers for the utilities industries.  According to the article, electric power industry companies estimate that 30-40% of its 400,000 workers will be eligible for retirement in the next two years.  These positions range from executive level to skilled craft workers and may create a huge demand for people to fill these slots. 
HR folks in all utilities have been aware of this issue for years, but there has been a lack of future workforce planning to make sure the right people are available to meet the need.
One company in this industry, Southern Co. built a statistical model that highlighted particular hot spots..technicians, system operators, control system engineers, water and wastewater operators and operations management.  So – hiring ahead is part of the plan.
There is, however, a problem finding qualified replacements for the industry– inadequate training and education of workers.  Companies are even willing to train on the job but the candidate needs to be science-savvy and a high school graduate.
Another industry that will need (and does now) more skilled workers is the healthcare world.  There are not enough trained nurses and techs to fill the needs now.  One nursing educator in southern California said most of her students were preparing for a second career.  The healthcare insurance industry will also be adding folks as more of the population obtains formal insurance coverage.
Job seekers need to check business/hiring surveys put out by local departments of labor or professional organizations.  Educational institutions will also have hiring and salary information for the area.  Then, get the tools you need to fill the jobs there are.

Tags: candidates, change management, hiring process, hiring talent, industry news, job seeker

Economic development folks always mention that new companies with new ideas are a good source of new jobs. An article in Inc. Magazine (July/August 2010) cites a statistic that young companies, (younger than 6 years old) provided the bulk of new jobs. In 2007 they accounted for 64% according to a Kauffman Foundation survey conducted in 2009. So, how do we support the folks that start these new companies—an average of 500,000 per year?

There were a number of suggestions provided in the article, and interestingly New Mexico was used as an example of how to grow a local investment community. The program created through the state committing funds to venture capital firms that opened an office in New Mexico greatly increased the number of VCs in the community. The presence of national venture capital companies has more than one benefit.

Initially of course this presence provides a more direct access to capital for local entrepreneurs. Add to that the fact that these representatives provide invaluable feedback to startup companies in the state and it does give entrepreneurs a leg up. It also makes it easier to attract investment from out of state, as the investor usually wants a local firm to partner with who knows the territory.

Another suggestion that New Mexico has also followed is having local non-profits that provide resources and training to entrepreneurs. Technology Ventures Corporation, University of New Mexico’s Science and Technology Corporation and local economic development groups can give entrepreneurs access to tools and learning to help them with their startup efforts.  The national laboratories, Sandia National Labs and Los Alamos National Lab offer tech support grants to small businesses, and encourage technology business development.

Other ideas were to expand microfinancing, fund big science, rework the SBIR and expand funding, cutting paperwork overall, and passing an energy bill. All these ideas would have a positive impact. Finally, for those who have been looking for their next job opportunity, there are opportunities to work for yourself building your dream company. Historically in times of high unemployment there are more small business startups. Good luck.

Tags: change management, entrepreneurs, Executive jobs, industry news

Interesting survey result: one in four high-potential employees believe they will be working for another employer in a year.  This statistic is from a survey done by the Corporate Executive Board of the Corporate Leadership Council.  An article in the Harvard Business Review , May 2010 summarizes results and ideas for resolving some of these issues. 
The survey, done in September 2009, found that one in three high-potential employees (rising stars and high achievers) admit they don’t put all their effort into the job, and one in five believe that their personal aspirations are different from what the employer has in mind for them.  This in spite of the fact that most companies have some form of program designed to nurture future leaders, and with good reason, as these individuals have major impact on business results. 
The survey also found that the sense of disengagement of these employees has been remarkably high since the start of the recession.  Results suggest that as the economy rebounds and the labor market warms up, companies may see the best employees leaving in large numbers. 
Working with HR departments the Corporate Executive Board studied more than 20,000 employees that were considered high-potential at 100 organizations worldwide.  Findings show clearly that management teams stumble when trying to develop the next generation of leaders. 

Mistakes noted:
- Assuming that high potentials are highly engaged.  Disenchantment has increased since the economic downturn began, and so renewed efforts to engage these employees as well as regularly checking in with them is important.
- Equating current high performance with future potential.  The survey showed that 70% of the high performers lacked critical attributes important to handling future roles
- Delegating down the management of top talent.  If you leave the selection of future leaders primarily to line managers, the selection will be based heavily on current performance.  Suggestions are to develop a leadership program handled by the executive level to help both candidate and managers to understand future potential.
- Shielding rising stars from early derailment.  Just as in the education system where there’s a halo effect if you are perceived as a good student, rising stars are given more help along the way rather than being tested more rigorously.  
- Expecting star employees to share the pain.   Research indicates that under normal circumstances the star employee puts in 20% more effort than others in the same role.  Therefore, when salary freezes and layoffs occur, it is important to find a way to shield the top employees from that pain.  Bear in mind that other companies are scoping out your stars and may lure them away.
- Failing to link your stars to your corporate strategy.  On the other hand, don’t hide the pain from your high potentials.  Keeping them engaged means keeping them involved in the process.  Find ways to share future strategies on a privileged basis with your stars.

Finally, always make these high potentials aware that the designation is mainly an assessment of future contribution.  Don’t just celebrate current achievement.

Tags: candidates, change management, employee morale, Executive jobs, performance management

If life weren’t complicated enough, finding the right talent for the job (or the right job for your talents), managing staffing levels during economic uncertainty and both employers and employees trying to prepare for the next “new” thing- we have a new set of social challenges.

There’s the mental health parity rule – employee health plans should provide the same level of coverage for mental health conditions as they do for other health problems. Defining “equivalent” is going to be a challenge for all the good intentions in that provision.

Over-the counter genetic test kits have some folks concerned that there will be abuses/discrimination based on test results.  I’m not sure if these concerned citizens think that health plans and employers can then screen for chronic health conditions such as diabetes and then deny coverage or not hire???  That seems farfetched but not impossible.

W-2 forms for 2011 will have to report the aggregate cost of employer-sponsored health care coverage. That opens the door to the employee being taxed on that benefit.

The immigration reform measures and individual state efforts to pass laws regarding issues in that arena will keep employers and employees on their toes. There’s a potential for a lot more “documentation” in the hiring process.

Then we have all the other issues that come up when dealing with the human element in the workplace. Abusive employers, employees working while using drugs or alcohol, downsizing rules when there’s no work to be done, safety on the job and many other problem areas make the workplace a complicated place to manage or to work in.  Rules are created to handle these problems which create more required training, reporting and reviewing of company policies.

With all this going on it’s hard to get the job done. If there’s a problem, we can make up a rule about it. Sometimes it is easier to work for yourself!

Tags: candidates, change management, For Employers

It is always interesting to read the different articles and studies predicting where job growth will occur.  To job seekers especially reading the future becomes key to finding steady employment.  It also helps then decide what retraining or new training they will seek to help their job search.

U.S. Bureau of Labor Statistics produced an occupational outlook handbook in December of 2007 giving an overview of the 2008-2018 projections.  They talked about changes by industry and by occupation.  Their views seemed consistent with local surveys and articles in New Mexico and presents an interesting future.

As baby boomers age, increasing by 29.7 % there will be a need for services relative to that group.  The goods-producing industries vary by group:  Mining and Oil & Gas jobs are expected to decline, but construction work is expected to increase.  Manufacturing and Agriculture are also expected to produce less jobs in the future.  The Service Industries, as mentioned above, will offer new jobs in certain sectors, with the largest increases in Transportation and Healthcare. Interestingly, the Arts and Recreation industry is expected to grow by 15% mostly in amusement, gambling and recreation.  This is attributed to more participation in these fields because of increasing income, leisure time and the focus on health and physical fitness. Other areas such and information, finance and insurance and management is predicted to show modest growth.

 The big news, however, is that professional, scientific and technical services are expected to grow by 34% in the next 10 years.  Waste management and remediation services are projected to grow 18%. For job seekers, computer design and related services is a huge growth sector, and offers good jobs and in many cases flexible working conditions, something all of us would like! There is one sector receiving local attention, with an increase in enrollment at UNM in the field:  nuclear & chemical engineering related to the nuclear energy industry. 

If you are looking for the next great job, check out some of these predictions and get yourself ready for the future, either through new training, or trying out a new industry to help you reach your goal. 

Tags: candidates, change management, Hiring Trends, industry news