workforce connection Update from CareerSource Gulf Coast by: Kim Bodine, Executive Director, CareerSource Gulf Coast
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s our local economy continues to emerge from the pandemic, attracting and retaining talent remains at the forefront of business strategy. Employers are
the traditional demographic and geographic area. If a position is conducive to remote work, your candidate pool can extend beyond geographic constraints and bring talent that will help your
learning how to adapt in a disruptive environment, and as a result,
business continue to be productive and prosperous. The pandemic
innovative strategies have emerged.
revolutionized work-from-home acceptance. Some employees
Florida’s Open for Business environment, along with the ‘Return to Work’ initiative, helped to drive job seekers back to work, resulting in a lower unemployment rate. Although we have seen substantial improvement in individuals re-entering the workforce, there are still positions that are taking longer to fill. There is no single reason for the tightness in the labor market but rather a combination or culmination of factors at play. Job seekers tell us that their return to the workforce has been rocky, with childcare centers often closing for weeks at a time
have a strong desire to remain remote or participate in a hybrid in-office work arrangement. A recent Federal Reserve Economic Data (FRED) study showed that productivity increased during the pandemic when many employees worked remotely. There are also many types of software platforms and technology available to employers to ensure that remote employees are working and being productive during their working hours. This may be a low-cost option as many remote and hybrid employees already have the technology to perform effectively at home. Remote work may also help retain current employees and may reduce overhead costs due
due to exposure to a positive COVID staff member or child. Also,
to a reduction in utilities and space needed to house staff.
there is still concern about recurring outbreaks of new variants
Below are a few other options to think about for recruiting and retaining talent:
of COVID. Some individuals have made the decision to leave the workforce entirely and have found that they can survive on one income or savings. Although we know these are a few of the issues keeping some folks on the sidelines, we don’t believe it is a substantial number. Even before the pandemic, the US labor force was shrinking, with
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is a no-cost way to improve the employee experience.
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other year, according to the Pew Research Center. The Centers for
has increased since the pandemic.
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Consider populations that you may not have focused on be-
Disease Control report US birth rates have been declining steadily
fore such as those with disabilities, senior workers, or ex-of-
for more than a decade. In fact, the U.S. total fertility rate remains
fenders. Often, we find that employers shy away from hiring
far "below replacement" – which means there wouldn't be enough
first-time job seekers with little experience. Training programs
babies born for a generation to exactly replace itself (National
and peer mentoring may be necessary to engage this popula-
Center for Health Statistics).
tion as employers seek to leave no pool of potential workers
Finally, we also know that many of our Gen Xers and Millennials have different views about work than their baby boomer parents and grandparents. In many cases, the children of these baby
untapped.
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selves by offering upskilling and reskilling opportunities for
parents, which may allow them to work less and retire earlier. They
incumbent workers. This type of training may be offered
value free time more and do not generally follow the work culture
in-house via on-the-job training or through traditional training
that their parents believed in, often opting for gig jobs or changing
programs offered online or in-person at our local post-sec-
jobs much more often in order to find a career with the flexibility and pay they desire. So how do employers respond to this shift in the workforce? A change in strategies related to recruitment and retainment of talent is likely in order.First, broaden recruitment strategies beyond
BAY BIZ / WINTER 2022
Don’t overlook existing staff who have an interest in career growth. Employers here are building the talent base them-
boomers will inherit or have already inherited the wealth of their
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Offer employee assistance programs and programs to support employee wellbeing to combat burnout and fatigue that
approximately 2 million baby boomers retiring annually. More than 3 million baby boomers retired in 2020 alone, more than any
Consider allowing flexible scheduling when appropriate. This
ondary partners.
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Above all, value people as an important resource and asset that cannot be taken for granted.
