On the August Workforce Wednesday, the Workforce Strategy consultants and a panel of experts helped Minnesota employers navigate the wealth of labor market information available to make more informed decisions for their organization. In today's competitive landscape, understanding workforce trends is crucial for attracting and retaining top talent. By leveraging data and partnering with experts, you can build a robust workforce strategy that ensures your business thrives.
There was so much great information shared on the August Workforce Wednesday that we’re breaking it into two blog posts. The first blog post featured the insights of expert panelists from the Minnesota Department of Employment and Economic Development (DEED) Labor Market Information (LMI) Office. Carson Gorecki, regional LMI analyst for Northeast Minnesota and Luke Greiner, regional LMI analyst for Central and Southwest Minnesota shared highlights of LMI resources all Minnesota employers will want to utilize.
This second blog post features two Minnesota employers who utilize LMI. Dustin Goslin from Mille Lacs Corporate Ventures and Kelly Hertling from L&M Radiator highlighted how they use this information to make strategic decisions, anticipate hiring needs, and address workforce challenges. It's clear from what Dustin and Kelly shared and the discussion that Minnesota's labor market information (LMI) and the analysts who bring the data to life are crucial resources for employers.
Setting the Stage: Who They Are and What They Do
Dustin J. Goslin, Chief Talent Officer for Mille Lacs Corporate Ventures Dustin is a proud member of the Prairie Band of Potawatomi Nation of Mayetta, Kansas. His work in Indian Country and rural Minnesota have allowed him to build a diverse background in small and large for-profit businesses, non-profit organizations, Federal/Tribal governments, Tribal gaming and now Tribal economic development. Dustin previously served as Vice President of Business & Economic Development for Mille Lacs Corporate Ventures. Dustin says he aspires to be a leader people respect, a good listener and have authentic interactions. He also serves as Chair of the Blandin Foundation Board.
Kelly Hertling, Senior Manager and HR Business Partner, L&M Radiator, Inc. Kelly describes herself as a natural connector with a passion for people, who likes to inspire and empower others. She’s led initiatives that include piloting workforce programs, partnering with local schools and developing internal apprenticeship program opportunities aimed at helping individuals recognize their value and potential. Kelly says her leadership philosophy is grounded in kindness, honesty and transparent communication. She’s served on her Local Workforce Development Board.
Using LMI Data to Solve Real-World Problems
A common thread in the discussion was the importance of using data to first define the problem before jumping to solutions. Dustin emphasized this point, recalling a time when his company was experiencing a labor crisis and initially questioned what they were doing wrong. By working with Luke, who analyzed the LMI data, they realized the shift was a regional trend, not an internal failure. This allowed his company to move beyond internal blame and focus on broader, strategic solutions. Dustin emphasized that not jumping to conclusions – that relying on DEED LMI data – is essential at identifying the true challenges facing a business.
Similarly, Kelly discussed how LMI data helps L&M Radiator anticipate hiring and training needs. The data tells a story about local demographics, such as an aging population and a decrease in high school graduates entering the workforce. This information prompted the company to re-evaluate their hiring criteria and develop in-house training programs to fill skills gaps.
The Power of the Human Element: LMI Analysts
Both employer panelists underscored the value of working directly with the LMI analysts themselves. While data can be dry and confusing, analysts like Carson and Luke serve as storytellers, providing context and helping employers interpret the numbers.
Kelly noted that her analyst, Carson, helped her understand how to use the LMI tools effectively and even provided specific wage analyses to help her advocate for competitive pay within her company. This direct, human interaction allows employers to not only access the data but also to understand its practical implications for their business.
Dustin shared a memorable example using an image from an LMI profile showing workforce commuter patterns. The data revealed a significant number of people leaving the region for work, which sparked a strategic conversation among leadership about why this was happening and what the company could do to attract and retain talent. This led to a broader focus on regional investments, such as affordable housing and childcare, which are essential for long-term workforce stability.
Advice for Employers New to LMI
For employers who are new to LMI, the panel and analysts recommended starting with the regional profiles. These documents offer a comprehensive overview of the social and economic factors of a specific area, from demographics and educational attainment to economic trends. The profiles are a great starting point, and every table and chart includes the source, making it easy to dig deeper or connect with a consultant for more detailed information.
By understanding how to use LMI tools and partnering with knowledgeable analysts, employers can move beyond simply reacting to workforce challenges and start building proactive, long-term strategies for success.
Finding and Developing Your Workforce in a Competitive Market
You've likely heard the term "talent shortage" more than a few times lately. It's a real challenge for many employers, especially when you need specific skills. The traditional approach of waiting for the right person to apply may not be working as well as it used to. This is especially true for roles like welders, machinists, programmers, and even specialized positions like data scientists and accountants.
Rather than waiting for the talent to come to you, it's time to get creative. Many employers are finding success by looking inward and leveraging their local communities.
Tapping into Hidden Talent Pools
A common thread among successful employers is realizing they may have to change their hiring criteria to find the right people. This could mean adjusting your standards and focusing on what matters most: aptitude and a willingness to learn. Instead of requiring a high school diploma or specific technical training, some companies are opting to provide that education themselves.
For instance, one employer found that by lowering their criteria and teaching in-house skills like simple math, computer skills, and even how to read a tape measure, they could build a team from the ground up. Another employer realized a significant number of people in their community had disabilities but wanted to work. By reaching out to community organizations and being willing to adapt jobs, they were able to bridge both their staffing needs and provide opportunities for a new group of workers.
By looking at your local demographics, you can identify these untapped talent pools. The data can tell you what unique communities exist in your area, whether it's a large veteran population or a particular racial group, and help you tailor your outreach to those groups. This means you're not only creating a more diverse workforce but also reaching people who may have been overlooked in the past.
Partnering with Your Community
Your community is a powerful resource for finding and developing talent. Many employers are finding success by becoming an active partner in local education and workforce development.
Here are a few ways to get involved:
- Support CTE Programs: Partner with local high schools to support their Career and Technical Education (CTE) programs. This can be as simple as talking to students about opportunities in your company or providing materials and tools for their classes.
- Create Hands-On Programs: By working with community education programs, you can introduce young people to your industry at an early age. This could involve creating free introductory classes on welding, manufacturing, or other relevant skills, helping them see what the industry is all about.
- Enhance Apprenticeship Programs: If you have an apprenticeship program, consider expanding or enhancing it to make it more accessible. This allows you to train people within your company, ensuring they have the exact skills you need.
By getting involved in these initiatives, you're not just filling immediate job openings. You're building a pipeline of future employees and showing a long-term commitment to your community. This kind of creative, proactive approach is a game-changer for finding and developing the workforce you need.
- View a recording of the August Workforce Wednesday session on Labor Market Information insights for employers
- Find your Workforce Strategy Consultant
- Find your Regional Labor Market Analyst
- Meet your Regional Team of DEED staff serving Minnesota employers in your part of the state
