Transit

Recently, I met with representatives from several transit agencies across the country about their workforce challenges. Like most industries, technology is rapidly advancing and jobs are available for workers with the right skills. The challenge is finding people with these skills; or finding and training them.

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Finding an employee who’s the “best fit for a position” isn’t always the biggest challenge when it comes to hiring. Talent professionals across the board agree that finding the “right fit” for not only the position, but the team and company, is much harder. If you’re involved in the hiring process or part of a talent team, and haven’t heard about AcuMax Index (AI), you’re missing out on a valuable opportunity to save time, money and resources in the quest to find, develop and keep rock star job candidates.

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Baby Boomers and Gen Xers regularly complain about managing and retaining Millennials. From one perspective, it seems that Millennials are impatient, require significant attention, and are prone to quick job changes. On the other side, there are many high performing Millennials that remain for extended periods with select employers.

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Internships are another great way to build your talent pipeline. They can be a superb source of talent, and they help build your employer brand.

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Many organizations use strategic workforce planning as a tool to align their business strategy with their talent strategy.

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How are career ladders and lattices different? How are they the same? And which one is best for your organization’s talent needs? Although they’re both tools that organizations use to guide employees on a path of career progression, they differ in many ways! In this article, I will review how they’re different, what they have in common and which one might be the best choice for your organizational needs.

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It’s no secret that companies in all employment sectors are facing challenging workforce shortages and gaps. What many companies don’t know is that apprenticeships offer a viable solution for recruiting, training and retaining world-class talent. Apprenticeships are an earn-as-you-learn, flexible workforce development tool and training strategy that can be customized to meet the needs of any business.

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Over the past several years, discussion about alternative transportation options has increased. Alternative transportation refers to commuting in any way other than driving alone, including public transportation.

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With more and more Baby Boomers reaching the age of 65 every day, experienced manufacturing and skilled trades workers as well as employees in many other industries are leaving the workforce and taking crucial skills knowledge with them. That’s where EDSI comes in … we work with companies to identify and capture this critical institutional knowledge (job skills) before these workers leave in order to pass it on to “apprentices” who can effectively bridge the skills gap.

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