The following story about Ed Walker appeared in today’s Roanoke Times sharing more about the achievements of a young professional who is committed to the region’s future.

As quoted in the paper, what if we had 100 Ed Walkers making this region a better place???

The progress of the YP movement is Roanoke is credited to the emergence of the pleathora of YP organizations -each offering something different and unique. If you are new to the area, looking for a way to get involved or to meet new people, then visit one of these organizations.

• Ad2Roanoke - http://www.ad2roanoke.org
• Contemporaries - http://www.contemporariesroanoke.org
• First Fridays - http://www.firstfridaysroanoke.com
• NewVa Connects - http://www.newvaconnects.org
• Roanoke Jaycees - http://www.roanokejaycees.com
• Square Society - http://www.squaresociety.org
• Valley Forward - http://www.valleyforward.net
• Young@Art - http://www.youngatartinroanoke.com

Jobzcafe is hosting a free seminar - Talking Tuezdays - on Tuesday, June 3 at 6 pm at WDBJ 7.  This seminar will provide job-search assistance, techniques and strategies that will enhance your employment opportunities.

The event will also be on streaming video.

Please make an effort to attend.

The Hancock in downtown Roanoke is now open. WDBJ7’s Natasha Ryan captured the importance of this project for Roanoke YP initiative.

  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.  

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.

We are more than half way there. What are your thoughts and experiences with your own job search process? Please share my commenting to this post.

  The region is blessed with a lot of high-profile companies who hire people from the outside for their specialized fields (i.e. health care and higher education). As a result of the success and growth of these entities, there are a significant number of trailing spouses who are looking for good solid positions. Often times the lead spouse will not commit unless there is a career opportunity on the table for the trailing spouse. Virginia Tech has hired a person to handle job searches for all trailing spouses to help close the deal on the lead spouse. Carilion and Radford University also mention this as an issue in recruiting their top talent. Assisting these larger enterprises with their trailing spouses helps secure more economic and population growth for the region. However if the trailing spouse does not have the billable skill set desired in the region and private entities are not financially motivated to assist, then this may affect hiring the lead spouse. Ultimately the lead spouses of these entities, which are driving the regional economy, will not be hired and thus further stunt regional growth. 

If you define yourself with any of the following characteristics: ·        UNDERemployed; ·        Some form of higher education;·        Do not have a billable skill sets, but other good skill sets;·        Typically a member of Generation X or Y;·        Have potential in the workplace;·        Are looking to make $30-$50k a year in a professional job, then Who is available to help you in your job search? Great question. Unfortunately, there are not many and here is why.  Private sector headhunter firms are typically only going to help this segment of the workforce if they know they can make money off of you – that is an employer will pay the headhunter 20-25% of the first year starting salary. Typically, local companies will not pay $8-10k to fill a $40k position. Also, local companies have their pick of candidates for these jobs because it may not require a certain expertise to complete the job.  Public sector entities like the Virginia Employment Commission, to their own admission, have said they are not equipped to help a college educated person. You are not reaping the benefits of these state-funded programs because of the prevailing myth - a college graduate does not need help in finding a job.    Therefore, the Un-Serviced Workforce has few places to turn. Ultimately, these people are contributing to the region’s brain drain phenomenon.