1. Understanding Local and Regional Talent Pipelines:
Partnering Traditional LMI with Real-Time Job Posting Data

2. Meet the team Melissa Sheldon Michelle Wein Scott Corsi
Karley Thurston
Edwin laswell
Senior Project
Manager
Senior Research
Manager
Research Analyst
Research Assistant
Research Assistant

3. To cultivate a cohesive talent system by facilitating data-driven workforce solutions to ensure responsiveness to labor market demands.
Workforce solutions

5. WIN Board

6. Overview Labor Market Reports Regional labor market overview
Creating occupation groups
Educational Attainment and Talent Attraction
Labor supply indicators
Identifying a skills gap
Educational resources
Regional Comparisons
Local skills gaps and commuting flow
Talent attraction and local highlights
Industry skills gap

7. Labor Market Reports
Regional Overview and Occupation Grouping

8. Labor Market Reports Inventory of regional demand patterns
WIN Labor Market Reports
Custom occupation groups by demand sector
Creating an occupation group
Analyzing an occupation group

9. Demand Patterns from Traditional Data
Employment
Growth since recession, last quarter
Wages
Typical entry-level education and experience

10. Demand Patterns from Real Time Data
Job Postings: trends and changes
Top occupations
Total demand
Skills
Credentials and qualifications
Certificates
Degrees

11. Combining Real Time and Traditional Data
VIEWING THE FULL PICTURE
Job postings and employment data provide complementary information
Low/ variable job postings, but high employment
Increasing job postings, but slow employment growth
Key details about top jobs
Education and experience: how to enter?
Wages: career growth opportunities

12. Creating an Occupation Group
PROCESS OVERVIEW
Data
Employment and industry data
Job postings by keyword
Take employers into account
Filter by skills
Important for emerging occupations

13. Creating an Occupation Group
CASE STUDY: ROBOTICS
Job postings and employment data provide complementary information
Some occupations may not be well-defined (ex., Mechatronics)
Separate by job function: machining, engineering, maintenance, electrical
What skills are useful for all group occupations?
What education/ training is necessary?

14. Occupation Groups: Engineers and Designers
INDUSTRIAL ENGINEERS
MECHANICAL ENGINEERS
ELECTRICAL ENGINEERS
ELECTRONICS ENGINEERS, EXCEPT COMPUTER
CIVIL ENGINEERS
ENGINEERS, ALL OTHER
COMPUTER HARDWARE ENGINEERS
HEALTH AND SAFETY ENGINEERS, EXCEPT MINING SAFETY ENGINEERS AND INSPECTORS
ENVIRONMENTAL ENGINEERS
AEROSPACE ENGINEERS
ARCHITECTS, EXCEPT LANDSCAPE AND NAVAL
MATERIALS ENGINEERS
COMMERCIAL AND INDUSTRIAL DESIGNERS
ARCHITECTURAL AND CIVIL DRAFTERS
Moving advanced manufacturing forward
Top occupations: Industrial, mechanical, and electrical engineers
Top employers: Auto makers
Almost all occupations require a bachelor’s degree
Average wages: high ROI
Skills show extra needs: automation, product development
Many require low to moderate experience

15. Occupation Groups: Health Care
REGISTERED NURSES
PHARMACY TECHNICIANS
MEDICAL AND HEALTH SERVICES MANAGERS
NURSING ASSISTANTS
MEDICAL ASSISTANTS
LICENSED PRACTICAL AND LICENSED VOCATIONAL NURSES
PHYSICAL THERAPISTS
HOME HEALTH AIDES
SPEECH-LANGUAGE PATHOLOGISTS
FAMILY AND GENERAL PRACTITIONERS
Steady high demand
Only group with no drop in employment during recession
Consistently high levels of postings
Wide range of career tracks and possible entry
Range of education levels
Even low education positions have wage and growth potential
Registered nurses always regional overall top 5 job

16. Occupation Groups: Information Technology
SOFTWARE DEVELOPERS, APPLICATIONS
COMPUTER OCCUPATIONS, ALL OTHER
COMPUTER USER SUPPORT SPECIALISTS
COMPUTER SYSTEMS ANALYSTS
WEB DEVELOPERS
NETWORK AND COMPUTER SYSTEMS ADMINISTRATORS
SOFTWARE DEVELOPERS, SYSTEMS SOFTWARE
INFORMATION SECURITY ANALYSTS
COMPUTER AND INFORMATION SYSTEMS MANAGERS
COMPUTER PROGRAMMERS
Expanding tech scene in Detroit
Employment and posting growth
Education and skill relationship
Bachelor’s common requirement, but many occupations available with AA or right-skills
Desired certifications provide further insight
Popularity of “All Other” occupations: Emerging occupation groups and technologies
Skill, keyword filtering

17. Occupation Groups: Skilled Trades
MAINTENANCE AND REPAIR WORKERS, GENERAL
FIRST-LINE SUPERVISORS OF PRODUCTION AND OPERATING WORKERS
MACHINISTS
PRODUCTION WORKERS, ALL OTHER
ELECTRICAL AND ELECTRONICS ENGINEERING TECHNICIANS
INDUSTRIAL PRODUCTION MANAGERS
COMPUTER-CONTROLLED MACHINE TOOL OPERATORS, METAL AND PLASTIC
INDUSTRIAL MACHINERY MECHANICS
WELDERS, CUTTERS, SOLDERERS, AND BRAZERS
INDUSTRIAL ENGINEERING TECHNICIANS
Rebounding demand with changing skills
Employment just under 2007 levels
Postings growing with both demand and changing job search methods
Entry requirements
Apprenticeships, OTJ training, and experience priority
Increasing focus on technology and management skills
CNC Machining, computer literacy

18. Educational Attainment and Talent Retention
Making the most of your labor supply

19. Educational Attainment and Talent Retention
Assessing regional available talent
Openings, postings, and completions
Skills gap analysis: County Report
Keeping skilled workers
Case study: Robotics
Local educational resources
CAV Training Guide

20. Openings, Completions, and Demand
Educational completions from institutions that report to IPEDS
How many graduates in high-demand fields?
Postings may specify education level
Compare to real-time and traditional data for sense of demand and needs
Job openings
Job postings

21. Skills Gap Analysis: Livingston County
DO AVAILABLE JOBS MATCH WORKFORCE SKILLS?
Compare population educational attainment across 3 counties
Region has many training programs, Livingston county has occupational programs
Growth vs completions: Middle and High-Skills Occupations
Most have comparable openings/completions, except skilled trades
High skilled occupations projected to grow most quickly
Demographic information by occupation
Difference between job growth and posting volume
Entry level skew in postings

22. In-Demand Hard Skills: In-Demand Soft Skills:
Regional Educational Attainment: Optimizing Training Programs
Are workers learning In-Demand skills?
Occupational prospects
Do skills being taught lead to in-demand jobs?
Projections
Top employers and job titles
Wages
Are certificates offered desired in postings?
Typical entry-level education and experience
In-Demand Hard Skills:
In-Demand Soft Skills:
Preventive Maintenance
Oral and Written Communication
Blueprints
Troubleshooting
Electrical Systems
Microsoft Office
Instrumentation
Problem Solving
Lean Manufacturing
Detail Oriented

23. Talent Retention: Robotics Talent Pipeline
Making the best use of local educational resources
Engaging graduates
Building strong employer pathways
Wage comparison
Skilled Trades vs state overall

24. Regional Training Guide for Jobseekers:
Connected and Automated Vehicles
LEVERAGING LOCAL RESOURCES TO ADDRESS A SKILL GAP
Region has high concentration of educational resources
Supplies graduates to Detroit, full WIN Region
Growing and retaining talent
Highlighting new occupations
Employment and Postings—employer demand inflection points
Use custom defined occupation groups
Occupational profiles

25. Regional Training Guide for Jobseekers
Displaying career pathways
Regional institution data to get programs, completions related to each group
Which programs would help an interested jobseeker?
Which institutions offer those programs?
Clear pathway from education to employment
Top employers
Posted titles
Include apprenticeships and other training

26. Regional Comparisons and Talent Attraction
Area highlights and jobseeker flow

27. Regional Comparisons and Talent Attraction
Flow of commuters
LMI, real time, and commuter data
Talent attraction from out of state counties
Robotics case study
Industry concentration and other local highlights
LIFT Quarterly Reports
Connected and Automated Vehicles
Cybersecurity

28. Combining EMSI Data with Commuting Data
Combines various sources of traditional LMI data
Detroit-area skills “mismatch”
High level of commuters in Michigan
Workforce attraction needs
Demographic information
Regional education comparison
Emsi Commuter data
Resident workers by occupation
Regional economy overviews

29. Advanced Manufacturing and Robotic Talent Attraction
Talent Attraction: Robotics Talent Pipeline
TALENT ATTRACTION
County rankings by industry
Which locations have graduate oversupply?
Employment and wage potential
What advantages does your region have?
Advanced Manufacturing and Robotic Talent Attraction
County, State
Ranking
Current Employment Level in County
Oakland and Macomb Alumni
Graduate Oversupply
Location Premium
Los Angeles County, CA 1
150,812
610
11,988 $
New York County, NY 2
56,778 39
5,462 $
Bronx County, NY 3
9,390 4
1,012 $
Maricopa County, AZ
73,338
366
4,464 $
Kings County, NY 5
19,931 6
2,325 $
Garrett County, MD
723 86 $
Cook County, IL 7
93,477
314
6,565 $
Orange County, CA 8
60,517
152
5,455 $
Grand Isle County, VT 9 68 10 $
Modoc County, CA 92
-10 $

30. Measures of Regional Comparison
Partnership for quarterly Labor Market Reports with Lightweight Innovations for Tomorrow (LIFT)
5 states
3 occupation groups
Highlighting regional strengths
More to talent attraction than job postings
Cost of Living-adjusted wages
Location Quotient
High industry concentration can improve network and opportunities

31. Skills Gaps Planning for an emerging industry
Suspected skills gap: now what?
Challenges in identifying skills gap in ill- defined groups
Using job postings to gain information on desired skills

32. Connected and Automated Vehicles
Skills Gap Analysis:
Connected and Automated Vehicles
Upskilling current manufacturing and creating new jobs
What skills are needed?
Utilizing vehicle manufacturing infrastructure
Where are top cities for CAV?
Compare infrastructure, encourage talent
Concentrated demand
Varied occupations make grouping difficult

33. Skills Gap Analysis: Cybersecurity
Grouping occupations by function
Cybersecurity mixed in with other occupations
Difficulty of certification and talent signaling
Consider top players in industry nationwide
Growing fast in Michigan
Most “frontline” occupations require Bachelor’s degree
Identify local training institutions

34. Senior Research Manager| Data and Research
Michelle Wein
Senior Research Manager| Data and Research
(734)
Karley Thurston
Research Assistant
(253)
Questions?
Melissa
Thank you!