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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Finding the Right Talent Doesn't Have to Feel Like Hunting for Unicorns

Wednesday August 3rd, 2016 at 12:00pm
Written by Kevin Watson - Director of Business Development

Has your organization ever gone “Unicorn Hunting?” If so, it probably played out like this:

  • Somebody within the organization decides that you need to go find a mythical and elusive unicorn
  • You post ads trying to get a unicorn to wander in off the street and when no unicorns appear, you send people out to try to hunt for one
  • After a lengthy and futile search you get frustrated because you don’t find any unicorns
  • The moment you decided to give up on the hunt, you finally find a unicorn
  • Five different people want to weigh in on whether this is the best unicorn you are going to find and the best way to capture the unicorn
  • By the time everyone agrees that this is in fact the best unicorn, and agrees on the best way to capture the unicorn, the unicorn has wandered off
  • After several months of searching for another unicorn, you decide to go find a horse instead (which is WAY easier)
  • Once you find a horse you like, you realize that the horse can do just about everything you needed the unicorn to do, and that you never really needed a unicorn in the first place

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Workforce Development in the Public Transportation Industry

Wednesday July 13th, 2016 at 12:10pm
Written by Ken Mall - Managing Director

Every day millions of people travel from one place to another using buses, trains, subways, ferries or other forms of public transportation. The larger the city or urban area, the more likely that public transportation is a major driver of the economy and the primary way for a significant portion of the population to get to jobs. Most people don’t realize the agencies that run public transit organizations are in desperate need of new workers to operate and maintain the current transit systems and build new systems to meet the growing demand for transportation options.

Over the next decade, it is estimated that more than 1 million workers will be needed just to replace the workers who retire. The transit industry is also experiencing a technological evolution. Buses and rail cars are able to troubleshoot themselves and send messages to technicians to let them know about potential problems. Computers are now the primary tool in a mechanic’s tool box.

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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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Five Concerns of the 50+ Client

Wednesday January 13th, 2016 at 7:30am
Written by Kathleen Niedermayer - Job Developer

In my short tenure with EDSI as an EARN Job Developer, I have had the privilege of observing and teaching Job Club. Most of the clients who participate are 50 years old+, have been employed steadily in a company or industry for a long time, and generally have no clue about the requirements of a job search in this century.

Five common concerns usually come to light during our weeks together in Job Club. The exciting news for us is that with empathy, active listening and open sharing, most of these concerns can be identified and relieved before “graduation” day. You can be the change agent that turns their fear, frustration and negative attitude into one of hope for a brighter and better new day.

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National Association of Workforce Boards Annual Conference – Washington DC: Advancing Workforce Innovation

Wednesday June 10th, 2015 at 8:00am

Written by Ray Eibel - Director of New Business Development with EDSI 

reibel@edsisolutions.com

For the past twelve years I have had the pleasure of representing EDSI at the annual National Association of Workforce Boards Conference in Washington, D.C. This year, Terri Kaufman, Ken Mall and I had the opportunity to attend this premier event where workforce development professionals and leaders in business, government, labor and education gather to discuss the current state of our nation's workforce system and consider the goals and policy framework affecting the future of human capital development. Although the final numbers are not in, over 1,200 people registered for the conference which far exceeds last year’s attendance. 

 



Why do we exhibit at events like this? For one reason, it is a learning opportunity for us, especially with the implementation of WIOA right around the corner. Another reason to attend is the opportunity to talk with many of our current customers over the three-day period. Of course, we also appreciate the opportunity to talk with Workforce Board Executive Directors and board members in areas where we currently do not have contracts to learn and discuss best practices.

This year’s opening speaker was none other than Tom Perez, Secretary of the US Department of Labor. I was very glad to hear that Secretary Perez focused on the need for employer-focused training to assist in closing the skill gap. He spoke in detail about training being the number one concern for almost all employers and put an intense emphasis on developing an increased understanding of data-driven regional approaches to create sector strategies and coordinated partnerships. Consistent with the Secretary’s message, our own Ken Mall was part of a panel discussion about the skilled worker shortages plaguing the transportation industry.

Based on the people we talked with, the workforce board attendees came away from the conference looking for ways to incorporate industry partnerships, incumbent worker training, on the job training programs and youth programs that lead to steady employment. The good news is that EDSI has numerous programs to meet this demand. 

This conference generated a very positive energy; something I hadn’t felt in recent years when unemployment was high and clear direction seemed to be lacking. Perhaps it has something to do with WIOA.


Reflections from the HCI 2015 Annual Summit

Tuesday May 5th, 2015 at 9:10am

Written by Jim Bitterle - Managing Partner with EDSI 

jbitterle@edsisolutions.com

Once again, EDSI sponsored and participated in the Human Capital Institute’s 2015 Annual Summit. This year’s HCI event was an excellent opportunity to listen to a variety of professionals discuss the broad spectrum of talent issues that are facing our country. Attendees and speakers discussed a variety of best practices to manage the various issues.

 

Although there were many excellent speakers, one speaker was most memorable to me. Her name was Sheryl Connelly. She is the Chief Futurist for Ford Motor Company. At one point in her presentation, she said “ask yourself, what are the big, long lasting, slow moving trends? These are the things you can do something about.” 

 

She then went on to list ten trends that we can do something about. Here is the list:

  1. World population is growing, and it will continue to grow.
  2. Birth rates are declining on a per woman basis.
  3. The population is aging.
  4. The number of retired persons per working person is increasing.
  5. The greatest growth opportunities will continue to be in both China and India.
  6. People will continue to migrate towards cities (“Urbanization”).
  7. The global talent shortage will get worse.
  8. Women will have increasing influence in corporations well into the future (“Girl Power”).
  9. Connectivity will continue to increase.
  10. Multi-tasking will increase. (However, it has been proven that people have lower applied IQs when multitasking).

 

I thought about it relative to our company, EDSI. It strikes me that the big, long-lasting, slow moving trends are:

  1. Skill gaps for our clients will continue to grow.
  2. Online education/training will continue to grow.
  3. Out of necessity, the number of companies that grow their own talent will increase.
  4. The workforce will continue to age.
  5. Millennials, as a percentage of the workforce, will continue to grow.

 

I also thought about our work with Kraft (Mondelez). We helped Kraft (Mondelez) build their own apprenticeship program. Although it didn’t seem like it at the time, Kraft (Mondelez) was significantly ahead of their time. They’re obviously smart enough to recognize the investment in their people was well worth the cost. Instead of waiting for the growing skills gap, combined with an aging population, to create significant talent issues in their organization, they decided to proactively do something about it.

Sadly, for every proactive company such as Kraft (Mondelez), I can think of hundreds of organizations that are doing nothing. In the end, these companies are going to struggle with skill gap and aging workforce issues. These issues will cost them dearly in terms of high costs, excessive overtime, poor service consistency and inferior product quality. Let’s hope Mrs. Connelly’s message gets to all corporate leaders. It’s time to start looking at these trends, then acting. To start, building your own talent pipeline is going to be a critical capability of American companies. I believe the companies that do this effectively will have a significant competitive advantage!

Remember, organizations with the best teams will win! It’s time to start growing your own talent.

 

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

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Had I not incorporated the EDSI process, I'm confident we would not be in business today. We would not have survived the downturn in the economy over the past 2-3 years. Matt Egrin; President - Broaching Machine Specialties

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