Positioning Your Community for Growth USING LABOR ANALYTICS

Positioning Your Community for Growth USING LABOR ANALYTICS Outline Introductions What to Expect Today WORKFLOWS 1. Marketing Your Communitys Competitive

Advantages 2. Supporting Existing Companies 3. Your Talent Roadmap What to Expect This is going to be very hands-on Workflows Developer tips Best practices with our products

Not a data training Focus somewhat on strategies Lots of discussion we want to hear whats working in your communities Our Objective For you to come away better equipped to use Emsi data to help

your communities grow Marketing Your Communitys Competitive Advantages Key Question to Answer What are your regions comparative advantages, and how do you drive them home on your website and in

your messaging? Data and Viz Tips 1. Uncover the workforce variables companies care about 2. Dont ignore overlooked data points 1. 2. 3.

4. 5. Where workers live vs. work Skill detail Compensation and wage data Education completions and training programs Others?

Data and Viz Tips 3. Build off your regional strengths, driver industries 4. When visualizing data, less is more 5. Provide context and make data comparative 6. Remember the limitations of data Developer Pro Tips to Show Comparative Advantages

1. Start with birds-eye view with Economy Overview 2. Just to Industry Table Emerging industries by LQ filter (start year <1.0, end year >1.2) 3. Jump to Industry Snapshot Staffing Patterns to see core occupation in emerging industries 4. Jump to Job Postings Table Emerging skills: sort by skill, rank by % growth over last X

months 5. Jump to Regional Comparison to compare emerging industries/core occupations to peer regions Supporting Existing Companies Where do you start when

supporting companies? Supporting Existing Companies Where do we start when supporting local companies? Be the Expert Before you walk in the door Establishment value with companies by identifying pain points AND solutions Be proactive Industry Trend Analysis

Snapshot Supply Chain Staffing Pattern Finding Core Companies

Workforce Availability What are the skills and roles of your companies? Profiles and Postings Analysis Business Engage What actions do you take to support local companies?

Your Talent Roadmap 1 Target industry/cluste r analysis

2 Demonstrat e workforce availability Identify top occupations Look at career pathways

Complete a skill and education gap analysis 3 Retain, develop, and attract talent

Develop a workforce training plan Retain, develop, or attract the skills your region needs Your talent pipeline roadmap in five steps

D E V E LO P , R E TA I N , & AT T RA C T TA L E N T 12 3 4 5 1

Talent Attraction: 0-6 Month BUSINESSES NEED TALENT, AND THEY NEED IT NOW Be creative Channel marketing skills Think like a business Case Study

Tableau Dashboard 2 Transferable Skills: 6 Mo.-2 Yr. DEVELOP SKILLS FROM WITHIN

Be employer-driven Focus on skills and job titles Look to coding academies, apprenticeships, incubators Dont forget about workforce development agencies Anne Arundel County, MD A Pathway to Self-Sufficiency 3

Technical & Certificate Programs: 2-4 Years PARTNER WHEREVER POSSIBLE Understand long-term talent pipeline growth Partner with businesses, EDOs, workforce boards, and community colleges

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