Based on a 2015 CEWD Member Survey: 82 believe that High School and College Students in your state are not adequately prepared for energy careers Respondents rated their companys engagement with education providers at 3.4 out of 5
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Presentation Transcript
01
Based on a 2015 CEWD Member Survey:
82% believe that High School and College Students in your state are not adequately prepared for energy careers
Respondents rated their company’s engagement with education providers at 3.4 out of 5
Respondents rated their company’s workforce planning process at 3.26 out of 5
Respondents gave their companies efforts on recruiting diverse candidates a 2.06 out of 4
Only 32.7% of respondents use metrics to measure the success of Pipeline Development efforts Are you adding value with your workforce efforts? 2 Confidential and not for distribution outside of CEWD membership<br>
02
Five things employers can do to develop a diverse, qualified pipeline of applicants 3 Make it easier for them to find us, understand our jobs, and what education pathways in your region will lead to an energy job.
Signal to students, job seekers and educators which credentials are required, preferred, and recognized by employers in your state, and are being used in hiring decisions.
Develop partnerships with other employers and educators to engage students from interest through employment.
Organize and educate within your company to communicate strategies, initiatives, policies and funding and Align company personnel, systems, policies and practices to support the needs of diverse, qualified applicants.
Provide data on the timing and demand for jobs in your company and feedback to educators and pipeline organizations on the quality of hires from their organizations.<br>
03
What’s the benefit of pipeline development efforts? It’s the first question we are asked
and
the hardest answer to prove<br>
04
Why is calculating ROI important? It quantifies project value
It can build stakeholder support
It can uncover additional benefits
It can help to prioritize effective initiatives or stop ineffective initiatives<br>
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Is ROI the same as value? ROI is calculated at a point in time – think P & L
Value creation occurs over time, not a point in time – think Balance Sheet
A combination of Key Performance Indicators including ROI can measure value over time<br>
06
How do you calculate
the value
of creating a diverse, qualified
pipeline of applicants? So the question is… 7<br>
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Before we can calculate value – we have to define it ? ? ?<br>
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Value for Employers Lower overall recruiting costs and cycle time
Higher pass rates on pre-employment screening
Ability to select from a more qualified and diverse applicant pool
New hire “fit” and retention<br>
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Value for Students Save time and money by completing chosen program of study at a faster rate
Meaningful knowledge and skills with relevant credentials
Graduate with broader career options and higher earning potential
Shortened time from graduation to hire in the energy industry<br>
10
Value for Educators Increased employer engagement, support and curriculum relevancy
Increased student employment after graduation
Greater demand and sustainability of energy programs
Increased enrollment of qualified, motivated students<br>
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What Creates Value? CAUSE AND EFFECT Investment Value Investments alone are not sufficient<br>
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But, investments in defined strategic actions Targeted Actions Investment Value What Creates Value? CAUSE AND EFFECT<br>
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Investment Value Can create real value over time Targeted Actions What Creates Value? CAUSE AND EFFECT<br>
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How do you know? Time
Money
Quality<br>
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16 I Investment Value Give me an example, please Targeted Actions Competency Based curriculum Coaching Targeted Boot Camps
GIE Math and Test Prep Workshop<br>
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Get Into Energy Math and Test Prep Workshop 17<br>
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Yield - Number of applicants ready for next step
Actual results of workshop pilot, estimated costs Return on Investment – GIE Math<br>
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IF an employer implements the GIE Math and Test Prep Workshop for a diverse mix of job seekers
Then Over Time
Overall recruiting costs and recruiting cycle time will be lowered
Pass rates on pre-employment tests and screening will be higher
Will have a more highly qualified and diverse applicant pool to select from
Will have new hires who demonstrate a better “fit” with the energy industry and will stay<br>
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Back to the 5 Things Employers can do… Lower overall recruiting costs and cycle time
Higher pass rates on pre-employment screening
Ability to select from a more qualified and diverse applicant pool
New hire “fit” and retention To provide Value<br>
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So what’s the real Value What we give What we get Measured By:
Financial Metrics for Time and Money
Quality Metrics for Supply, Pass Rates, Diversity, Competency, and retention<br>
