RVA Workforce Issues

Transcription

1 Community College RVA Workforce Study Report August 2015 Southeastern Institute of Research, Inc. 1

2 Table of Contents Background, Objectives, and Methodology Respondent and Organization Profile Seven Key Findings and Implications Summary 2

3 Background, Objectives, and Methodology 3

4 Project Background The Greater Richmond Chamber and the Richmond Regional Planning District Commission formed the Capital Region Collaborative (CRC) as a public-private partnership to identify and solve issues that impact the economy of the Richmond region (RVA). In short, the CRC is building a framework for regional collaboration. The CRC is comprised of a number of standing workgroups that are focused on advancing collaboration to address short- and long-term regional challenges and opportunities. The CRC Workforce Preparation Workgroup is currently exploring ways to define workforcerelated issues and opportunities and help assist regional employers attract the qualified workforce they need to continue to thrive in this region. One potential issue, albeit anecdotal, is the possible growth in the gap between the number of job seekers and available jobs. One number circulating around RVA is that the region has 30,000 job seekers and 40,000 available jobs.* To help explore this issue, Reynolds Community College, John Tyler Community College, and their joint workforce training service, the Community College Workforce Alliance (CCWA), offered to assist Capital Region Collaborative (CRC). The Society of Human Resource Managers RVA chapter (SHRM) joined this coalition as well. Together, all of these organizations helped conduct the Community College RVA Workforce Study, which was fully funded by CCWA. This document presents the findings of this study. *Recently the Virginia Employment Commission reported the number of unemployed at 32,630 and the VEC, Virginia Workforce Connection, Advertised Job Data, Jobs by Area reports 52,203 job openings as of May

5 Research Objectives Assess the degree to which employers across the Richmond region feel there is an issue with finding qualified and available workers. Identify immediate ways the CRC s Workforce Preparation Workgroup can help address the qualified and available workforce issue (if it is real). Note: The Workforce Preparation Workgroup appreciates that workforce gap issues are, by and large, systemic, long-term issues that need holistic solutions. This stated, this study initiative is focused on finding immediate actions that could, in some way, help to start closing the gap. 5

6 Survey Methodology A 50-question online survey was conducted among human resource leaders, organizational leaders, and other staff involved in workforce training or organizational certification. The survey was crafted by SIR and approved by the Community College Workforce Training team, Collaborative representatives, and Richmond SHRM representatives. Respondents were recruited through an invitation. A total of 6,160 addresses were sent the survey invite. s were obtained from John Tyler and Reynolds, Richmond SHRM, CCWA, and the Richmond Chamber. A total of 218 completed surveys were collected from May 14 June 17, 2015, for a response rate of 4%. There was no monetary incentive for survey participation. 6

7 Respondent and Organization Profile 7

8 Almost Half of Respondents Work at For-Profit Businesses For-profit business 46% Local, state, or regional government 32% Nonprofit business 13% Non-governmental organization 2% Other 7% 0% 20% 40% 60% 80% 100% n = Q46. Which of the following best describes your organization?

9 Respondents Work in a Variety of Industries Education Healthcare Financial sector Services Manufacturing Consulting Workforce development and training Government Legal Information technology Engineering Transportation Retail Insurance Construction Real estate Food or restaurant Advertising, marketing, or public relations Computer programming Other 17% 12% 9% 8% 7% 5% 5% 4% 4% 3% 2% 2% 2% 2% 2% 2% 2% 1% 1% 10% 0% 20% 40% 60% 80% 100% n = Q47. Which of the following best describes the industry of your company or organization?

10 Over Three-Quarters of Respondents Work for Organizations with Fewer than 1,000 Employees in RVA 20 or fewer 13% % % 33% 77% ,000 4,999 5,000 or more Not sure 15% 13% 8% 2% 0% 20% 40% 60% 80% 100% n = Q48. What is the approximate size of your organization the number of employees you have in the Greater Richmond area?

11 Seven in Ten Respondents Primary Worksite Location Is in the Immediate Richmond Metro Area On Average, Respondents Have Lived in This Region for 28 Years Immediate Richmond metro area 72% Surrounding cities 8% Locations across Virginia 6% Tri-cities area 5% Other 9% 0% 20% 40% 60% 80% 100% n = Q49. Where is your organization s primary or main worksite location?

12 Roughly One in Three Respondents Are Human Resources Managers or Directors Human resources manager or director President, CEO, or senior executive Manager or director Administrative position Department manager Training manager or coordinator Operations manager for a department Other 31% 20% 10% 9% 4% 2% 1% 23% 0% 20% 40% 60% 80% 100% n = Q1. What is your current job title?

13 7 Key Findings and Implications Related to RVA s Workforce 13

14 1 The majority of RVA employers prefer to hire RVA residents rather than recruit from outside the region. 14

15 Nearly Three in Five Respondents Prefer to Hire from RVA s Talent Pool Rather than Recruit from Outside the Region 5 - Agree very much 4 21% 38% 59% 3 21% 2 12% 1 - Do not agree at all 8% 0% 20% 40% 60% 80% 100% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (a) We prefer to hire people from RVA s available and qualified talent pool rather than recruit someone from outside the region.

16 Please note: Asterisks denote where percentage differences are statistically significant. For-Profit Businesses Are More Likely than Other Types of Businesses to Look to Hire from Within RVA s Talent Pool Group Prefer to Hire from Within RVA s Talent Pool Less than 100 employees 64% Firm size employees 62% 500 or more employees 53% Primary worksite location Organization type Immediate Richmond metro area 58% Other area 62% For-profit business 68%* Other type of business 51% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (a) We prefer to hire people from RVA s available and qualified talent pool rather than recruit someone from outside the region.

17 Implication As part of any actions that come from this study, reinforce the hire local mantra with a research-backed claim: the majority of RVA firms prefer to hire from RVA s talent pool rather than recruit from outside the region. 17

18 2 Respondents report that finding qualified workers is challenging. 18

19 Three Ways This Survey Explored Whether the Jobs Gap Is Really an Issue 1. Respondents verbatim comments. 2. Q4. To what extent are each of the following workforce issues challenges for your organization: (a) Finding and hiring qualified workers. 3. Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (b) Today, it is relatively easy to find people from RVA s available and qualified talent pool. 19

20 I believe the gap between the skills available in the 30,000 and those required in the 40,000 is far wider than currently perceived. 20

21 The Majority Say Finding and Hiring Qualified Workers Is a Challenge 5 - Very big challenge 4 20% 37% 57% 3 25% 2 10% 1 - Not a challenge at all 9% 0% 20% 40% 60% 80% 100% n = Q4. To what extent are each of the following workforce issues challenges for your organization: (a) Finding and hiring qualified workers.

22 Please note: Asterisks denote where percentage differences are statistically significant. For-Profit Businesses Are Significantly More Likely than Other Types of Businesses to Say Finding and Hiring Qualified Workers Is Difficult Group Agree Finding and Hiring Qualified Workers Is a Challenge Less than 100 employees 59% Firm size employees 53% 500 or more employees 60% Primary worksite location Organization type Immediate Richmond metro area 56% Other area 60% For-profit business 71%* Other type of business 45% n = Q4. To what extent are each of the following workforce issues challenges for your organization: (a) Finding and hiring qualified workers

23 Finding and Hiring Qualified Workers is the Top Workforce Challenge for Respondents Finding and hiring qualified workers 37% 20% 57% Attracting the best candidates for our entry-level to mid-range jobs 35% 19% 54% Finding qualified candidates who we believe will fit into our culture 37% 15% 52% Finding candidates who we believe will stay with our organization 33% 15% 48% Convincing qualified candidates to accept our job offers 20% 7% 27% Determining whether or not a candidate is really qualified 17% 9% 26% Shaping our benefits to meet qualified candidates' expectations 17% 4% 21% Very big challenge 0% 20% 40% 60% 80% 100% n = Q4. To what extent are each of the following workforce issues challenges for your organization?

24 Few Agree It Is Easy to Find Available and Qualified People from RVA s Talent Pool 5 - Agree very much 4 2% 13% 15% 3 37% 2 33% 48% 1 - Do not agree at all 15% 0% 20% 40% 60% 80% 100% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (b) Today, it is relatively easy to find people from RVA s available and qualified talent pool.

25 Please note: Asterisks denote where percentage differences are statistically significant. Across the Board, Various Types of Organizations Say It Is Difficult to Find Available and Qualified Workers Within the RVA Talent Pool Group Agree it is relatively easy to find people from RVA s available and qualified talent pool Less than 100 employees 19% Firm size employees 10% 500 or more employees 17% Primary worksite location Organization type Immediate Richmond metro area 18% Other area 10% For-profit business 11% Other type of business 19% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (b) Today, it is relatively easy to find people from RVA s available and qualified talent pool.

26 Implication Findings support anecdotal evidence pointing toward area organizations having difficulty hiring qualified workers. CRC, SHRM, the Community Colleges, and CCWA should all work together to find solutions to help close the jobs gap. 26

27 3 Seven in ten respondents feel the 30,000/40,000 jobs gap is primarily due to qualification issues. 27

28 Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply. 28

29 Over Seven in Ten Respondents Believe the 30,000/40,000 Gap Is Driven by Job Seekers Not Being Qualified for Available Jobs Many job seekers are not qualified for available jobs Job seekers lack the technical skills required for available jobs Qualified job seekers do not know how to get in front of potential employers Employers do not know how to tap into this pool of 30,000 job seekers Companies are not hiring right now Employer requirements are too stringent Mismatched salary expectations Lack of soft skills among applicants This is the normal unemployment rate Types of jobs available and jobs sought are mismatched Other Not sure 10% 4% 3% 2% 2% 1% 10% 4% 35% 41% 55% 73% 0% 20% 40% 60% 80% 100% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

30 Please note: Asterisks denote where percentage differences are statistically significant. Medium-Sized Firms Are Significantly More Likely than Small Firms to Feel That Unqualified Job Seekers Are Driving the 30,000/40,000 Gap Group Agree Job Seekers Are Not Qualified Less than 100 employees 64%* Firm size employees 79%* 500 or more employees 75% Primary worksite location Organization type Immediate Richmond metro area 74% Other area 68% For-profit business 75% Other type of business 70% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

31 Half Also Say Job Seekers Lack the Technical Skills Required Many job seekers are not qualified for available jobs Job seekers lack the technical skills required for available jobs Qualified job seekers do not know how to get in front of potential employers Employers do not know how to tap into this pool of 30,000 job seekers Companies are not hiring right now Employer requirements are too stringent Mismatched salary expectations Lack of soft skills among applicants This is the normal unemployment rate Types of jobs available and jobs sought are mismatched Other Not sure 10% 4% 3% 2% 2% 1% 10% 4% 35% 41% 55% 73% 0% 20% 40% 60% 80% 100% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

32 Please note: Asterisks denote where percentage differences are statistically significant. Large Firms Are Significantly More Likely to Say Job Seekers Lack Technical Skills than Medium-Sized Firms Group Agree Job Seekers Lack the Technical Skills Needed for Available Jobs Less than 100 employees 52% Firm size employees 47%* 500 or more employees 65%* Primary worksite location Organization type Immediate Richmond metro area 55% Other area 53% For-profit business 53% Other type of business 56% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

33 Training Is Needed Dislocated workers who want to change occupations cannot get the training they need to do so If a dislocated worker cannot get training, the employer will NOT consider the applicant. 33

34 Credentialing Is Needed Educational credential requirements may limit people with relevant experience but [who] do not have the required credential. Companies are not able to effectively identify a qualified candidate based on skills instead of a degree, which does not always indicate someone is qualified. 34

35 Implication The jobs gap is a real issue. RVA needs a long-term, well-coordinated, marketwide approach that strategically addresses the needed technical skills directing and educating young people toward available jobs, as well as providing ongoing training and credentialing for job seekers. 35

36 Implication The community colleges, CRC, SHRM, and CCWA (a public-private partnership) should all work together to advance a more collaborative, seamless RVA workforce development strategy and community action plan. 36

37 4 Soft skills are important to organizations today and impact RVA s jobs gap. 37

38 Nine in Ten Respondents Consider Soft Skills Important to Their Organization Today 5 - Very important 4 21% 72% 93% 3 6% 2 0% 1 - Not very important 0% 0% 20% 40% 60% 80% 100% n = Q13. How important are soft skills to your organization today?

39 Just Over Half of Respondents Organizations Prefer to Hire for Soft Skills and Teach Hard Skills 5 - Agree very much 4 15% 33% 58% 3 29% 2 15% 1 - Do not agree at all 7% 0% 20% 40% 60% 80% 100% n = Q15. To what extent do you agree with the following statements: (e) Our organization would prefer to hire a candidate with good soft skills and teach them the hard skills needed to succeed at our company.

40 Over Two-Thirds of Respondents Organizations Provide Training for Soft Skills Development No, 24% Yes, 69% Not sure, 6% n = Q14. Does your company currently provide any training or training support for soft skills development, either in house or outsourced through third parties?

41 Training in Soft Skills Is Varied Provide training for soft skills Make soft skills development part of our culture Define a specific set of required soft skills for specific positions or for the company Assess soft skills competencies 52% 49% 48% 39% Validate or certify soft skills competencies We currently do none of these Don't know 8% 12% 16% 0% 20% 40% 60% 80% 100% n = Q19. Which of the following does your company, department, or division currently practice? Please select all that apply.

42 Potential candidates for employment opportunities are often weak in what I call social skills. This includes skills in dining, manners, grooming, polite conversation, dressing for the job, phone etiquette, etc. The soft skills and culture alignment are a challenge. 42

43 Only One in Four Feel RVA s Available Talent Pool Has the Needed Soft Skills; Nearly Half Neither Agree nor Disagree 5 - Agree very much 4 4% 22% 25% 3 47% Do not agree at all 4% 23% 27% 0% 20% 40% 60% 80% 100% n = Q15. To what extent do you agree with the following statements: (a) In general, RVA s available talent pool has the soft skills needed to work in your company.

44 Implication Developing and training related to soft skills are part of the equation for closing the jobs gap. Can the community colleges, CRC, SHRM, CCWA (a true public-private partnership) offer a market-wide soft skills training and certification solution? 44

45 5 While seven in ten respondents feel the 30,000/40,000 gap is due to qualifications, one in three feel communication issues come into play. 45

46 Many Job Seekers and Employers Simply Do Not Know How to Find One Another Many job seekers are not qualified for available jobs Job seekers lack the technical skills required for available jobs Qualified job seekers do not know how to get in front of potential employers Employers do not know how to tap into this pool of 30,000 job seekers Companies are not hiring right now Employer requirements are too stringent Mismatched salary expectations Lack of soft skills among applicants This is the normal unemployment rate Types of jobs available and jobs sought are mismatched Other Not sure 10% 4% 3% 2% 2% 1% 10% 4% 35% 41% 55% 73% Communication Issues 0% 20% 40% 60% 80% 100% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

47 Please note: Asterisks denote where percentage differences are statistically significant. All Types of Organizations Feel Similarly That Qualified Job Seekers Do Not Know How to Get in Front of Potential Employers Group Agree Qualified Job Seekers Don t Know How to Get in Front of Potential Employers Less than 100 employees 44% Firm size employees 37% 500 or more employees 42% Primary worksite location Organization type Immediate Richmond metro area 44% Other area 33% For-profit business 36% Other type of business 45% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

48 Please note: Asterisks denote where percentage differences are statistically significant. All Types of Organizations Feel Similarly That Employers Do Not Know How to Tap into This Pool of 30,000 Job Seekers Group Agree Employers Don t Know How to Tap into the Pool of Job Seekers Less than 100 employees 38% Firm size employees 37% 500 or more employees 31% Primary worksite location Organization type Immediate Richmond metro area 35% Other area 33% For-profit business 34% Other type of business 36% n = Q6. Across the entire RVA region today, there are an estimated 30,000 people looking for work and 40,000 job openings. From your perspective, what is driving this gap? Please select all that apply.

49 Implication For a potential immediate impact on the jobs gap, CRC, SHRM, CCWA and the community colleges should further explore communicationrelated issues and offer solutions. Conduct qualitative research on this area to inform and inspire a more specific public-private action plan. 49

50 6 Respondents feel that a centralized database for job providers and qualified job seekers would be helpful. 50

51 Half Agree That There Is No One Centralized Place to Post Jobs to Effectively Reach Qualified Job Seekers 5 - Agree very much 4 21% 29% 50% 3 26% 2 16% 1 - Do not agree at all 8% 0% 20% 40% 60% 80% 100% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (c) There s no one central place to post job openings to effectively reach RVA s qualified job seekers.

52 Testing Service Concepts Q7. Suppose you have 100 points to allocate to new initiatives that could help you find available and qualified talent in RVA. The more points you allocate to an initiative, the more important you believe it is. You may allocate as many points as you want to any need, but you only have 100 points to spend among all of them. How would you distribute the points among the initiatives listed below? 52

53 A Master RVA Website Where Organizations Post Jobs Exclusively to Qualified Job Seekers Holds Promise 1. A master website of RVA job postings where organizations can post jobs for qualified job seekers only 2. A centralized and well-organized database where qualified job seekers looking for work can post their resumes 3. A respected rating program for job skills that RVA residents can take to quantify their base skill and talent set 4. A series of well-promoted job fairs where qualified job seekers can meet employers 5. A centralized, master database of college students interested in RVA-based internships

54 Medium-Sized Firms Give a Master Website of RVA Job Postings the Most Points Compared to Other Organization Types Group 1. Database to post jobs for qualified job seekers 2. Database to post qualified resumes Total points for database, #1 and 2 Less than 100 employees Firm size Primary worksite location Organization type employees or more employees Immediate Richmond metro area Other area For-profit business Other type of business n = Q7. Suppose you have 100 points to allocate to new initiatives that could help you find available and qualified talent in RVA How would you distribute the points among the initiatives listed below?

55 Implication Respondents are most interested in a centralized resource where employers can post RVA job listings for qualified job seekers and qualified job seekers can post resumes. CRC, SHRM, the community colleges, and CCWA leaders should investigate this opportunity. The community colleges and CCWA can help certify job seekers as qualified to gain access to this type of database. 55

56 7 One-third of respondents feel RVA s rising reputation as a place to live may be helping grow the region s qualified talent pool. 56

57 A Third of Respondents Agree Richmond s Rising Reputation Is Growing the Talent Pool 5 - Agree very much 4 9% 24% 33% 3 41% 2 2% 1 - Do not agree at all 4% 0% 20% 40% 60% 80% 100% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (d) The Richmond region s rising reputation as a great place to live is growing RVA s available and qualified talent pool.

58 Please note: Asterisks denote where percentage differences are statistically significant. This Feeling Is Similar Across All Organization Sizes and Types Group RVA s reputation is helping to grow talent the qualified pool Less than 100 employees 39% Firm size employees 25% 500 or more employees 35% Primary worksite location Organization type Immediate Richmond metro area 37% Other area 23% For-profit business 28% Other type of business 37% n = Q5. To what extent do you agree with each of the following statements about finding qualified talent from RVA: (d) The Richmond region s rising reputation as a great place to live is growing RVA s available and qualified talent pool.

59 Implication Build on this positive perception. Organize and share this research evidence with RVA s senior HR professionals and C-level professionals to help fuel and leverage RVA s buzz. Make sure everyone knows RVA is one of the hot cities poised to win the jobs war in the years ahead. 59

60 SIR Shift #4 Age Shift 60

61 vs. 2041

62 Growing Workforce 154, ,450 % Change: +5.5% ,457 41, , , , , ,285 18, Source: SIR Analysis of Bureau of Labor Statistics Feb 2012 Labor Force Projections

63 The Segment Not Expecting Significant Growth Labor Participation Rates (in millions) % Change: 163, % 154, ,457 41, % , , % 122, , ,285 18, % Source: SIR Analysis of Bureau of Labor Statistics Feb 2012 Labor Force Projections

64 The Use of Older Workers Will Increase Labor Participation Rates (in millions) 154, ,450 % Change: +5.5% ,457 41, % , , % 122, , ,285 18, % Source: SIR Analysis of Bureau of Labor Statistics Feb 2012 Labor Force Projections

65 The Battle Will Pick Up for Younger Workers Labor Participation Rates (in millions) % Change: 163, % 154, ,457 41, % , , % 122, , ,285 18, % Source: SIR Analysis of Bureau of Labor Statistics Feb 2012 Labor Force Projections

66 Implication Consider hosting a closing the jobs gap summit that includes this research along with SIR s trend information and other factoids on just how hot RVA is, especially to the young, creative class relative to other cities. Make sure everyone knows RVA is one of the hot cities poised to win the jobs war in the years ahead. Include the immediate and long-term solutions to close the jobs gap. 66

67 67 Summary

68 Summary of Findings 1. The majority of RVA employers prefer to hire RVA residents rather than recruit from outside the region. 2. Respondents report that finding qualified workers in RVA is real and challenging. 3. Seven in ten respondents feel the 30,000/40,000 jobs gap is due to qualification issues. 4. Soft skills are important to organizations today and play a part in the jobs gap. 68

69 Summary of Findings 5. While seven in ten respondents feel the 30,000/40,000 gap is due to qualifications, one in three also feel some of the jobs gap may involve communication-related issues. 6. Respondents feel that a centralized database where employers can reach qualified job seekers and qualified job seekers can post resumes would be helpful. 7. One in three respondents believe RVA s rising reputation as a place to live is helping to grow the region s qualified talent pool. 69

70 70 1. Immediate Recommended Actions Package and share the findings of this study. Consider the following: share final report with all respondents place an op-ed hold a closing the jobs gap region-wide summit. In all outreach, reinforce the hire local mantra with a research-backed claim: the majority of RVA firms prefer to hire from RVA s talent pool rather than recruit from outside the region, and point to immediate and long-term solutions (see following pages).

71 2. Short-Term Recommended Actions Explore communication-related issues and offer solutions. Conduct qualitative research in this area to inspire a more specific action plan. Explore soft skills training that can be offered on a community-wide basis. Explore ways for a public-private partnership to provide this (CRC, SHRM, CCWA and the community colleges) Create a strategic partnership to launch or repackage a master website where employers can post RVA job listings only to qualified job seekers, and where qualified job seekers can post resumes. Explore ways for the community colleges and CCWA to certify qualified job seekers to access the database. 71

72 3. Long-Term Recommended Actions CRC, SHRM, CCWA, and the community colleges should work together to lead the community in formulating a long-term closing the jobs gap plan a well-coordinated, market-wide, strategic approach that systematically addresses skills and category pipeline development. 72

73 For more information on this study, please contact SIR at