If efforts to attract new companies are not at level we want and when these efforts are successful, it often does not bring knowledge-base jobs…If existing businesses are not growing at rates we want…Where will job growth come from? The only answer is entrepreneurship development. The challenge is entrepreneurship development is a long-term strategy and solution and the other two are short-term fixes. No doubt we need a balanced and diverse portfolio of job growth activities, but what mix is ideal? It seems the short-term fix has been the dominant strategy perhaps because people in those activities have more short-term mindsets because of their age and risk level as it related to their own lives and careers. This mindset is probably not beneficial to future generations. An aggressive and long-term commitment to an entrepreneur development program is badly needed and for whatever reason as been absent for far too long.
We talk to HR folks at the SHRM meeting and they say they are having a hard time finding talent. The NCTC Tech Council says there is not a good supply of IT talent with 5-15 years work experience. We see many qualified people who want to work in the region, and we connect them, yet the companies do not pull the trigger. Why? Some of it is organizational cultural differences. Some companies just do not want to grow. Others are not operating with a sense of urgency. Still others are looking for the perfect person before pulling the trigger. Still others are hesitant because of their background, appearance and family ties to the region. This mentality has been tolerated for years because the employer has had the power in the employer-employee relationship. They could afford to be picky. However, now that is beginning to change as employers must compete for talent.
Employers want the perfect candidate. Someone who will produce immediately with no training. These people just do not come along every day. As a result from waiting for these people, the company does not expand, it stays in hold mode. Instead hire someone with potential, take a little risk, train this person and in the same amount of time you are waiting for the perfect candidate, you have created the perfect candidate.
For these primary spouses who move to the region for the unique position at a company, job depth always is an issue and actually prevents some from coming. The thought pattern is if this position does not work at Company A, where can I do X at another company? This is a good point, especially if you are moving a family; you certainly do not want to do it a year later if the job does not work out. Similar industries must collaborate rather than compete so that the whole region can benefit from landing these outside workers.
