Why Your Organization Should Use Skills Analysis to Develop a Talent Plan, Skills Balance Sheet

Tuesday July 18th, 2017 at 10:20am
Written by Will Owen - Regional Director of Operations

Since our company’s founding in the late 70’s, job task analysis has been a cornerstone of our work. It started simple: with a pen capturing details on paper from a series of discussions and interviews with clients. A few things have changed over the years, but EDSI’s commitment to helping underserved populations transition to employment and self-sufficiency is still our number one priority.

Most organizations know that their employees are their most important asset. We agree, and we want to help ensure that you find, hire and keep candidates that are a great fit for not only a particular job vacancy, but for the company culture as well. We work with our client companies to incorporate job-specific assessments, cultural fit appraisals and/or behavioral/natural wiring (personality) reviews to efficiently and effectively evaluate potential candidates.

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Education and Workforce Development Partnerships

Monday October 3rd, 2016 at 10:00am
Written by Ed Quintavalle - Senior Consultant

There’s been a national call-to-action for two-year community colleges and career and technical high schools. Ultimately, educators are responsible for meeting the demand for skills in the global economy.

  1. There is consensus that the foundational academic knowledge needed for postsecondary education and for careers is virtually the same, with growing recognition that academic skills, employability and technical knowledge and skills are essential as well.
  2. We’re seeing widespread agreement that lifelong learning and ‘learning how to learn’ are key drivers of success in college, careers and civic life.
  3. Research shows collaborative efforts in states, districts and communities to strengthen their collective capacity to deliver results that matter.

The plan is for greater student success. It needs to be bolder and broader – “cradle-to-career” strategies – comprehensive, data-driven plans that begin early on and focus on improving measurable progress to career readiness. This new formula shows the most promise for success. Follow-up on the student’s outcome is also important to obtain the metrics to grow this philosophy.

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Addressing the Skill Shortage

Thursday June 16th, 2016 at 8:30am
Written by Kevin Watson - Director of Business Development

My wife and I are currently in full-on nesting mode as we prepare for the arrival of our second child. Throughout this nesting process, I have had the chance to reflect on the twenty months that have passed since our first son, Alexander, was born.

If I am being honest with myself, I was terribly inefficient at so many things during those first few months after our son was born. Everything from changing a diaper, to installing a car seat, to setting up and breaking down a pack-and-play took WAY longer than it does today. So what changed? Practice, practice, practice.

Luckily for me (and probably 95% of new parents), you don’t have to pass an interview or a test to get the job.

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5 Tips for Keeping Your Top Talent

Wednesday June 1st, 2016 at 1:30pm
Written by Karin Knutson

Jack Welch has a great quote, “The team with the best players wins.” For some, he could be referring to baseball or football, but in business we know the most important team is within the walls of your workplace. Your company likely spends lots of time and money finding people with the skill sets that most closely match your company culture, the challenge is keeping them.

What is the best approach keeping your best talent and avoiding having them swooped up by your competitors? What makes employees want to stay? Here are a few things to consider:

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What Does it Mean to be a Young Professional?

Wednesday March 2nd, 2016 at 7:30am
Written by Theresia Kody - Business Services Representative

I have been part of many conversations recently about young professionals: being a young professional, how to attract young professionals to specific employers, what do young professionals want in a position, etc. A common theme I heard in each of these conversations was the varying definition, view, and expectations of a young professional. I found it interesting that this term is used so frequently in the workforce, yet is shaped by perspective, which is then key to understanding someone’s view. From here, I turned to a few college seniors to hear their perspectives and asked them to refrain from using the internet.

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Attracting and Retaining Skilled Talent

Saturday May 10th, 2014 at 10:34am

Written by Karin Knutson - Director of Sales with EDSI Consulting

kknutson@edsisolutions.com

Finding talent is difficult.  Finding specifically skilled talent is even harder.  With fewer young adults pursuing manufacturing careers, this challenge is not going to go away in the near future.  Many factors and misperceptions can shed light on reasons why fewer young adults seem to be pursuing manufacturing jobs as careers: it’s dirty, parents aren’t encouraging it, schools are pushing college degrees, it doesn’t pay well, no flexibility, etc. But many communities and companies are working hard to reverse this thought process. This article provides a few tips on how you can attract and retain the skilled talent you need now.



Attracting Talent

Working Environment/Company Culture – A defined company culture will assist in developing a team atmosphere. This, along with an updated working environment, can add huge benefits to employee morale. Take a picture of your break room. Would you want to have your lunch there?  

Internships – This is a fantastic way for you to “try before you buy” with different candidates and see how they work in your company environment, while allowing them to demonstrate work ethic and potential.

Developing the Local Pipeline – Look to your local community colleges and tech schools and build relationships with the faculty and curriculum staff. They know their students best and can help to identify which ones could be good candidates for your organization. They also should be open to hearing your company’s specific workforce needs and adding any needed essential skills to their curriculum. Also, consider committing to hiring a certain number of their graduates for internships to deepen the relationship.


Retaining Champion Employees

Keeping Your Seasoned Employees on to Train Newer Employees – There is no better way to train new or less seasoned employees than with On-the-Job training with your subject matter experts. As a possible added benefit, your subject matter experts are sometimes open to continued employment on as part-time basis, saving you money.

Career Ladders – This lets your employees know that once they hit a certain level of skill competency, they can move up the company ladder. Knowing there are opportunities to grow with the company can create significant self-motivation. Show your employees the skill attainment they need with a simple check list and have their supervisors confirm when skills and responsibilities have changed.

Up-Skilling and Training Incumbents – Don’t only look externally for candidates when you just might have your own great pipeline in your entry level employees. Assess who has gained the most skill since joining your team and up-skill them to replace any open or needed job position. Invest time and resources into your current employees.


We know that many companies are facing the reality of low or shrinking training budgets. But, think about the cost to your company of losing a long-time client over poor quality or having an injured employee due to inefficient training. (It is guaranteed that good, quality training will cost much less!) Pull the numbers from a manufacturing line being down for a day, or even an hour, without your one “go to” employee there to fix it. Look at the profits from getting that huge order because production is on time and quality is at its benchmark. The majority of these situations are a direct reflection of decisions on hiring and training employees. By hiring the appropriate candidates, properly training your existing team, and providing a quality culture and work environment, your company is making an investment in its future success!

Founded in 1979, EDSI is a national leader in workforce development, customized training and consulting.

Want one of our experts to contact you to listen to your needs and demonstrate how we can help?

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Human Resources Today

Using the process laid out by EDSI helped us to create the right gatekeeper responsibilities and tasks, so we can ultimately focus more on the fit of candidates to the Cornerstone culture. Tom Willis; CEO - Cornerstone Charter Schools

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