New trends on staying competitive in the labor market

Labor Study Crystal BallLabor Day week ushered in a series of workshops for local employers with the debut of a long-awaited labor supply certification study. During the one-hour sessions, employers gained new insights to boost competitiveness as an employer of choice, wage competitiveness, commute patterns, retention trends, and what motivates workers of all ages and types.

The WIB held three events Friday with the Joplin Regional Partnership. EmployerLink and the WIB are hosting an event at the end of the month as well.

Background for the Research

Funded by grants through the WIB from the U.S. Department of Labor’s Employment and Training Administration, the WIB commissioned Growth Services Group to conduct the labor study over the Spring and Summer months. Four different versions of the study are available based on the concentration of geography. In addition to the basic study of the seven county WIB area, GSG produced a report specifically covering the counties served by the Joplin Regional Partnership with neighboring member counties in Kansas and Oklahoma. The also WIB commissioned studies for the Joplin MSA of Jasper and Newton Counties along with a study focusing the employment concentration of Barry and Lawrence Counties.

“The GSG Labor Supply Certification provides critical information regarding underemployment in the region. This information allows employers to gain an understanding of those in the labor force who posses skills, certifications, and educational attainment that they are not using in their current position,” noted Cory Mehaffey from the Growth Services Group. “In addition, the survey gathers information regarding the motivating factors for the underemployed to take another opportunity including desired wages, benefits, and commuting distance.”

The results from the survey will allow site selectors and businesses to better evaluate the area’s human resource assets for “Underemployment, Available Skills, and Desired Wages,” thus allowing potential employers to match their labor needs or demand with our local area’s labor supply.

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