Strategies to Attract and Retain a Capable Transportation Workforce (2011) / Chapter Skim
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Pages 28-38
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From page 28... ...
Workforce Challenges…..……....…..29 Geographic Challenges National Disasters Creating Competitive Labor Market Lack of Diversity Aggressive Recruiting Difficulty Finding Applicants with InDemand Skills Transportation Issues Industry Strategies….………………30 Expand the Recruiting Horizon Host Career Days Implement Employee Referral Programs Tailor Advertising Efforts Consider Non-Traditional Hires Advertise in Foreign Languages Partner with Source Organizations to Increase Numbers Integrate with Source Organizations Harness Technology Utilize Social Networking Workforce Practices…..…………….35 Kentucky Transportation Cabinet Civil Engineering Scholarship Program Minnesota DOT Community Advisors on Recruitment and Retention Solutions (CARRS) Definition of Increasing the Number of Applicants: Involves identifying avenues for increasing the number of applicants from the community college through senior-leader populations.
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From page 29... ...
Exhibit 4-1 (Continued) Snapshot of Chapter 4 Workforce Pipeline Target Area 4.1 Workforce Challenges.
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From page 30... ...
To attract active job seekers, some organizations have replaced basic job search websites with more advanced job aggregator websites to upload their job postings. Job aggregator websites collect job postings from other websites and aggregate them into one database.
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Host Career Days The construction industry has begun hosting Construction Career Days across the country. These career days give students the opportunity to learn about construction jobs, become inspired to use as well as learn how to operate specific construction equipment (e.g., backhoes, excavators, jackhammers, pavers)
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While colleges are heavily represented in high school career fairs, transportation organizations tend to only attend specialized trade fairs or college career fairs. Increasing representation in high school career fairs has 32 Strategies to Attract and Retain a Capable Transportation Workforce
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A one-stop career center is when several organizations in an industry, usually through an association, coordinate to co-fund a center where applicants apply, are trained, and then placed in a position at one of the organizations. Associations can set up offices around metropolitan areas that seek to streamline the process of getting a candidate from the application stage to the hiring decision stage.
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From page 34... ...
These software packages can also organize the resumes that come in from multiple job websites like Monster and JobFox. For job seekers, organizations have developed recruiting web pages on the organization's website.
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From page 35... ...
Thirty-five workforce practices that were designed to "Increase the Number of Applicants" within transportation agencies were reviewed, and we identified two workforce practices that were the most notable within this context: The Kentucky Transportation Cabinet Civil Engineering Scholarship Program Minnesota DOT Community Advisors on Recruitment and Retention Solutions (CARRS)
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From page 36... ...
In fact, the majority of management and engineering employees currently at KTYC have been scholarship recipients themselves. The Kentucky Transportation Cabinet Civil Engineering Scholarship Program Job Type: Engineers ROI: Short- to mid-term Generation: Younger Key Program Highlights: o Scholarships are given to undergraduate college students o Scholarship recipients receive money for college tuition in exchange for a full year of employment for each year of scholarship money received o 80 students receive scholarship money each year 36 Strategies to Attract and Retain a Capable Transportation Workforce
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From page 37... ...
Job Type: All ROI: Short-term Generation: All Key Program Highlights: o Includes partnering with 18 local, predominantly minority organizations o Provides greater visibility of the agency in minority communities o Helps the agency recruit and maintain a diverse employee base Increasing the Number of Applicants 37
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From page 38... ...
Additional information on each of the following practices can be found in one- to two-page summaries within the supplemental materials. Arkansas EAST Initiative Adopting Flexible and Appealing Hiring Procedures Aggressive Outreach Efforts Bonuses for Recruitment and Retention Caltrans Out-of-State Recruitment Teams Program Comprehensive Recruitment Plans Construction Career Days Creating More Flexible Job Descriptions Educate Minority Communities via Community Associations Employee Referral Program Exit Interviews and Rebound Hiring Job Advertisements Job Hotline and Email Address Job Search through Social Networking Sites MentorNet Missouri Information Technology Services Department Norman Y
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