FILLING THE TALENT PIPELINE

Local workforce specialists lead the charge to connect Northern Kentucky to jobs, employees

By Tabari McCoy , Scooter Media

RELEASED EARLIER THIS YEAR, THE data in the U.S. Chamber of Commerce’s State of American Business report confirmed what many local employers already knew: Finding workers is not just hard, it’s getting harder.

According to the report, America currently has an estimated 6 million unemployed workers … And 10.5 million unfilled jobs. This means there are 73 available workers for every 100 job openings, a trend the report itself marked as “getting worse.” What does that mean for the region’s employers when it comes to the ever-increasing battle for talent?

Everything – which means change is imperative to its future.

“If employers are going to compete for talent, they have to get creative with the benefits they're offering as well as with the flexibility that candidates are looking for,” says Catrena Bowman, Executive Director of the Northern Kentucky Community Action Commission (NKCAC).

Now, some of the region’s top talent attraction and retention experts are sharing resources, strategies and insights to help companies not only keep their existing talent but fill their pipelines with the talent necessary to compete.

Dollars And Sense

In most instances, a talent pipeline is defined as a ready pool of candidates qualified and ready to fill relevant/key roles within an organization. The NKCAC recognizes the need to do this on a local level, which is why its job readiness programs target specific services to populations that include seniors, individuals ages 16-24 and single parents. This includes its Employment Assistance Program (EAP), which provides individuals with skills focusing on professionalism as well as finding, keeping and/or securing a better job.

While her office is often busy helping families in crisis, Bowman says her agency hopes to work with employers to alleviate many of the concerns prospective employees may face. Failure to do so, she warns, may have adverse effects upon more than the individual in question.

“Often, we see people take off work because they're sick and they don't have insurance. Is there a way for employers to provide a lower-cost insurance option so employees can go to the doctor on a regular basis?” she asks. “We encourage employers to have programming for employees to help with external issues. You’re able to keep employees longer and you'll attract employees because you have these additional benefits.”

On the opposite end of the spectrum, Bowman says those who are able to pick and choose their next landing spot are doing just that in many cases. This is causing small business owners like Bowman, owner of downtown Covington boutique Inspired Fashion, to sometimes see their talent leave for greener pastures.

“Greener” doesn’t always mean more money, either.

“People are really looking for more than just their wage; they want flexibility. That’s the first thing people ask: What type of flexibility am I going to be offered, will I be able to work from home – what is my work/life balance?” she says.

“Employers must become more agile in how we respond to what people are requesting. We’ve got to figure out how can we continue to keep our bottom line, continue to be productive and provide the flexibility that people are wanting and demanding, really, in this market.”

Head Of The Class

Jenny Sand, Director of Economic Engagement and Government Relations at Northern Kentucky University (NKU), believes connecting the region’s higher education institutions to employers like Bowman may help resolve such issues. According to Sand, approximately 82% of NKU’s students stay in the region and her department is tasked with helping its partners in both the for — and nonprofit sectors engage with that talent base.

That includes hosting a career fair every February along with supplemental, specialized ones throughout the year. In addition, the university utilizes Handshake (https://nku.joinhandshake.com), an online recruiting site that features jobs, co-ops and internships not available anywhere else at Fortune 500 companies.

Noting that “the face of our students is changing,” Sand says there is a simple question all companies need to answer to attract emerging talent: What’s your brand?

“Every company needs to have an opportunity to tell its story. For example, tech students might not be looking at banks or financial service industries as a career path. People might bank at Fifth Third, but they don't realize how much digital technology, cybersecurity and data management work they do,” she says, citing how different opportunities may exist outside of an employer’s known line of work. “When you're telling that story, you must help students see the growth process at your company – what do you have to offer to them in this type of market?”

Continuing, Sand notes,” Many times, companies say, ‘We're a business, so I have to talk to the business students,’ but they're looking for students who can communicate, are problem solvers and critical thinkers. That could be a history, psychology or even theater major … It takes time for the companies to figure out the best way to connect with those students. My job is to help them find the best students across the university.”

Profitable Potential

While it may seem to be the current buzz phrase du jour to some, both Bowman and Sand say diversity, equity and inclusion are pathways to bolstering the workforce of today and the future. This involves both the hiring of people of different backgrounds and ages as well as making employees know they are valued. Adam Fargo, HR Generalist for Fives Machines Systems, Inc.’s Hebron location, knows this firsthand.

A New York native, Fargo says Northern Kentucky has “drastically changed” and “definitely grown for the better” since his time in the Commonwealth at Ft. Knox during his 20-year Army career. Veterans like himself have been great for his company’s own talent pipeline – Fargo says the average employee is 55. Emerging talent has plenty of pipelines into the company, however, as Fives’ partnerships with the University of Cincinnati and Gateway Community and Technical College provide access to internships, apprenticeships and other opportunities.

He says a strong culture is important to attracting and retaining talent, which is why celebrating employee milestones and offering hiring referral bonuses is important at the Fives Group. It’s those little things that make people want to tell others about strong companies, he says, becoming one of your most important talent attraction and retention tools in the process.

“Historically, when people see someone from human resources, they think someone is being fired or something’s wrong,” he says. “I have helped produce a culture where I can walk out on our production floor, and, because I know something about nearly everyone, it’s more personable. As a company, we care about you as an individual.”

(UN)COMMON WEALTH

Now, he says it’s up to the region to come together to show that all individuals can thrive in Northern Kentucky.

“There’s an untapped pipeline of talent out there … I don't care if you have five, 500 or 1,000 employees, if you're a manager or owner, try to get to know your people,” he says. “If you want to retain that talent, you want to treat them as a person and not a number. If they can feel that, then they're more apt to stay.” NKY