WORKFORCE

o

Losing his job after 17 years in the auto fieldset in motion a career change for JeffCornell.

While still applying and interviewingfor engineering jobs, Cornell startedexploring for a new line of work by vis-iting various career fairs. He finallydecided to make a commitment to thehealth care industry.

"I did a lot of thinking about what Iwanted to do for the rest of my life; notjust trying to find a job, but really eval-uate if sales and engineering was reallywhat I wanted to do for the next 30years of my life," he said.

His wife was a great support system,becoming the primary wage earner dur-ing this difficult phase. Cornell wasamong 42 out of 750 applicants accept-ed into the University of DetroitMercy's physician assistant programclass of201O. So, after two years oftak-ing his prerequisites at Wayne StateUniversity and countless hours cram-ming through medical studies and rota-tion shifts for his final clinical year, inAugust 2012 Cornell will take his boardexam to make the final leap into a newcareer.

"I did my research before going intothis," Cornell said. "It's one of thefields that will experience job growthfor the next decade-plus."

Between August 2007 and July 2010,

the state Department of Labor, Energyand Economic Growth (DLEG) had131,833 people enrolled in trainingthrough the No Worker Left. Behindprogram, which prepares workers forjobs that are in high demand in upcom-ing industries. The program had 75 per-cent of the people who completed train-ing obtain or retain jobs.

Cornell was one of the people whoqualified for this program, and with thehelp of a student loan he has made astressful yet so-far-successful transitioninto a new career.

A DLEG report on key demandoccupations in Michigan for 2012showed a 36.4 percent job growth forphysician assistants in the past 10 years.The highest job growth projection wasat 38.3 percent for jobs in education,with the nontraditional instruction andspeaking format (seminars and speak-ing engagements) looking particularlystrong. Another profession with asteady growth was computer softwareengineers, at a 36.5 percent rise.

In November, eight community col-leges and six workforce developmentboards in southeast Michigan formedthe Workforce Intelligence Network.The project was funded by the NewEconomy Initiative for SoutheastMichigan - a nonprofit group thataims to restore the area to economicprominence - to respond to laborissues in the region:

Sharon Miller,vice chancellor ofexternal affairs at Oakland CommunityCollege, gave an example about thedemand for IT workers in southeastMichigan.

"We are focused on particularly thisregion and a coordinated response tothat demand identifying specificallywhat software skills and programmingskills the emerging employers are look-ing for, and we make sure we identifypeople who are close to where theyneed to be and getting the right trainingin place for them quickly to meet theneeds that are emerging so rapidly," shesaid.

Although the unemployment rate inMichigan stood at 9.8 percent in

WORKFORCE

November (down from 11.4 percent ayear earlier), the problem is not asstraightforward as not enough jobs forthe unemployed.

Joseph Serwach, managing directorfor communications at the MichiganEconomic Development Corp.(MEDC), pointed out a great mismatchin the workforce.

In May 2010, 14 percent of employ-ers were having a hard time filling theirpositions, according to the MEDC, andby May 2011 the gap had grown, with52 percent claiming the crucial jobs didnot have the right candidate.

"We have employers having a hardtime finding the right talent, and wefind that is the No. 1 issue," saidSerwach.

A Career MatchmakerSerwach understood this as an off-

shoot of the 80-20 rule, where 20 per-cent of employees do 80 percent of thework and every employer is looking forthat dream candidate.

Kevin Schnieders, CEO and presi-dent of Educational Data Systems Inc.(EDSI), a 32-year-old company that

Sharon Miller, vice chancellor of externalaffairs at Oakland Community College, seesgreat promise for jobs in mechatronics, acombination of mechanical and electricalengineering.

www.corpmagazine.com

provides workforce development pro-grams and consulting services, has aslightly different viewpoint.

"We have people and employers thatwant to hire, and it's very much an issuein finding the right connector and theconnection points, and for us thatcomes down to a language that weagree upon," explained Schnieders.

He has observed that people are get-ting caught up in a web of job titles.What one individual terms as a secre-tary could be an administrative assistantfor another and an executive assistantfor someone else.

"We have people that will tell us thatwe can't find CNC (computer numeri-cally controlled) machinists and wecan't find engineers, and that's crazygiven the level of talent we have inMichigan and given the level of unem-ployment. At some point, there is a dis-connect," said Schnieders.

He also mentioned that for employ-ers today the most crucial skill is criti-cal thinking and behavior. Today's tech-nology has made information an openand equal opportunity platform to beconsumed by all. Companies are evalu-ating how candidates take advantage ofthose platforms and information.

Gov. Rick Snyder's administrationrecently launched www.mitalent.org toconnect job seekers and employers. InDecember, there were more than 70,000jobs posted at the site.

But the key is to find the right matchfor your skills and to stand out amongthe crowd, experts say. There are more

tools and tips on the Web forwriting a resume than thereare jobs in Michigan, buthow exactly do job huntersavoid information overload?

Kevin Schnieders,CEO and presidentof Educational DataSystems Inc., saystoday's job seekersmust possess criti-

cal thinking andbehavior.

A ClarifiedBalance Sheet

EDSI has placedmore than 23,000

welfare-to-workclients intoemployment overthe past five yearsand has placed4,500 WorkforceInvestment Act(WIA) clientsinto employment.Welfare-to-workclients are peo-ple on welfarewho use EDSI'sservices to gainemploymentagain, and WIAis a federal job-training fundfor dislocatedworkers and for

which EDSI acts as a workforce devel-opment service.

With such a success record, the com-pany refers to itself as the "talent man-agement tour guides." For resume writ-ing, the company follows a two-columnrule.

Whether you have 20 years of expe-rience in the workforce or are a collegegraduate just venturing into the workarena, it's always safe to be concise inyour Cv. It's better to list your previousjobs, career highlights and promotionson the right-side column. The eyes usu-ally jump to that.

For a candidate in engineering or ITconsultation, a detailed description anddefinition of the job performed canmake it easier for prospective employ-ers to understand the extent of yourexperience. Spell out in clear termsyour exact duties and actions at the pre-vious job, hence avoiding titles thatmay not convey your skill set andexpertise.

EDSI also stresses the importance ofclarity in the language used in theresume.

Although transitioning from automo-tive to health care, as Cornell did, mayseem like moving between two unrelat-ed fields, the key is to find commonstrengths between the two occupations,experts say. In Cornell's case, it couldbe critical decision-making and per-forming under pressure and urgency, forexample.

"I think it's the perceived gap," saidSchnieders. "If you are used to supply-ing exclusively to the autos and nowyou want to supply to medical, youmight think that transition is crossingthe Grand Canyon. We view it as cross-ing the street."

If called for a job interview, it's bestto research the company and make aconnection through a compelling per-sonal story, Schnieders said. Humanizeyour struggles and triumphs over thoseobstacles.

"It would really impress me if youcame in looking at our website,"Schnieders said. "You have made thatconnection and if you think about your-

self as a consulting service that hasvalue to add to the employer, then tbatis a lot different than saying, 'Pleasegive me a job. '"

Fast-Paced Workforce DemandsAfter the dreadful fallout in tbe

Michigan economy, the car companiesand other industries became cautious onthe hiring front. At the same time,according to Serwach, employers allover the country come to Michiganlooking for engineers because the stateis home to some of the best universitiesand talented workers.

But the work environment in generalis on a rapid pace of change, affectingjob demand. Consider the alternativeenergy sector. It gained momentum inthe summer of 2008 with the price ofgasoline topping $4, but in 2009 theprice went back to around $2.50, reduc-ing interest and demand in alternativeenergy sources. Then in 2011, gasprices rose again.

"The markets literally change in aday, so a lot of company life cycleshave sped up," Serwach said.

But be gauges that demand for

" f) () Jobs In Michigan IFind Employment & Careers or Search & Hire Employees at Pure Michigan Talent Connect Imltalent,org

~ JOb5 In Michi9;lin I find Employ... +

~ G •..""....miulent.org • (! ·'t·Gooql. Q. OOIJi:),

WORKFORCE

PURr1'lICHIGAN'TALENT CONNECT

Welcometo your launch pad for

new jobs, careers and talent.

Are fOU

Job Seekers TRYING TOFIND A JOBEmployers

Career Explorersright now?

Entrepreneurs M_IC~.'9a.:L~ ~ot!al

MIW~n Tltj~I[Mn ••

Caleer. Even.~Veterans

Are yc e

P~f.~J9:b

Mail",,_Y<::n;_I.!.1.!e!1!_r;~~~P!~

Car~ Mat~~!,_~1

C!lr~ '1W6~lm~' q~~_u~"t?!

HOI." To yS6~!!leS~T~s_

Career M~tchmaker

\..•.._-------/ \. --------/\. .•...-----_ .

Job Portal

Find out whiChindustfies need yourskill$,

Findoutwtlicnemployers eremucee industries.

Career InvestmentCalculator

PiCk a Career

Pick an EducalkmProgram

Calculate YourCareer PathValue

The state's Pure Michigan Talent Connect website (www.mitalent.org) aims to connect jobseekers and employers.

skilled trades is very stable and moremanufacturing jobs are coming back tothe U.S, In the past few years, wagesoverseas have spiked, as have shippingcosts, making domestic operations

Increase Decrease No Change Don' KnowNet Employment Seasonally

OuIIook Adjusted

~ % % % % % %Allindustri ••• - Midwest 21 7 69 3 14 9Coostructloo - 1- -24 7 65 4 17 -Education & Health ServJCOO - 1- -

10 t9 67 4 ,9 -Finnncia Act,vltJOS

- I~15 3 79 3 12 -

Gov0rrtnMt - I~13 10 74 3 3 -

In1ormaton - 1-'15 7 76 2 B -

Lelstre & Hospltaity 53 21-·

3741 4 le-0

Manu actur 119 - DU'oblo Goods 29 3 65 3 26 -ManulacRmng - Nonoorabla Goods 24 3 70 3

1-21 0

OthCt Services1-

14 6 18 2 6 -Pro1oos<onal & Besnoss Servces 1-

27 5 65 3 22 -Ttnnsportat.on & Utilities

I~2& 5 68 2 20 -

Whol<Jsate & Ratal Tradef-

23 3 72 2 20 -35

30

25

20

15

10

5

o r-----------------------------------------------------~~--~~,5 ~_r--r__.--r__r--r__.--r__.--r__.--r__.--r__.--r__.--r__.~r_-

'91 '92 '93 '94 '95 '96 '97 '98 '99 '00 '01 '02 '03 '04 '05 '06 '07 '00 '09 '10 'II- Seasonally Adjusted Outlook Net Employment OutloOk

No oar oo.cates Not Emp'oyMont OIJ1.00i< of zero. Rovisod mothodology onoc vo Ouartcr '1 2009.

This graph from Manpower shows the hiring expectations late last year in various job sectorsin the Midwest (Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska,North Dakota, Ohio, South Dakota and Wisconsin).

more attractive. At the same time, laborcosts and land values in Michigan arerelatively cheaper, which could alsohelp bring back local employment.

Indeed, the Manpower EmploymentOutlook survey showed that in theMidwest, 21 percent of employersexpected to increase staff levels for thethird quarter of 20 11. There was sizablegrowth anticipated among employers indurable and nondurable goods, manu-facturing, wholesale and retail trade,and professional and business services,The highest increase was predicted inthe leisure and hospitality sector, at 41percent,

Are These My Only Choices?Miller echoes Serwach's observa-

tions about the Michigan job marketand economy. "In 2011, I have seen agreat deal of change and we have alsostarted to see a re-emergence in themanufacturing community, and I wouldcall it a bit chaotic right now," she said.

When companies downsized theyshed key talent, and the hunt for talentis back on,

Nursing and Cisco-certified net-working programs (computer informa-

www.corpmagazine.com

WORKFORCE Job Market 2012: Glass Half Full or Half Empty?

TOMORROW'S HIGH-DEMAND HIGH-WAGE CAREERSJOB OUTLOOK THROUGH 2018

Michigan's Demand OccupationsProjected PercentJob Average

AnnualJob Growth Hourly Education & Training Beyond High SchoolOpenings 2008·2018 Wage

Registered Nurses 3,285Customer Service Representatives 2,853Truck Drivers, Heavy and Tractor-Trailer 1,540Accountants and Auditors 1,290ElementarySchool Teachers,except Special Education 1,227Licensed Practical and Licensed VocationalNurses 946IndustrialEngineers 774Computer SystemsAnalysts 593Human Resources,Training,and Labor RelationsSpecialists 585Network Systems and Data CommunicationsAnalysts 495InsuranceSalesAgents 416ManagementAnalysts 409DentalAssistants 402PurchasingAgents,exe.Wholesale,Retail,and FarmProducts 398Dental Hygienists 385Bill andAccount Collectors 377Public RelationsSpecialists 365Sales Managers 351Market ResearchAnalysts 345Computer Software Engineers,Applications 315Heating,NC, and Refrigeration Mechanicsand Installers 313Medicaland Health Services Managers 312Network and Computer SystemsAdministrators 310PhysicalTherapists 270Cost Estimators 266Securities, Commodities,and Financial Svcs. SalesAgents 265Medical and Public Health Social Workers 262Training and DevelopmentSpecialists 256Computer Software Engineers, Systems Software 250Personal FinancialAdvisors 230Civil Engineers 230Administrative Services Managers 216Computerand Information Systems Managers 206Employment, Recruitment, and Placement Specialists 206Self-EnrichmentEducationTeachers 206Logisticians 202ComplianceOfficers,ExceptAgricutture,Construction,Heelth 201Health Specialties Teachers,Postsecondary 196FinancialAnalysts 190Medical Recordsand Health InformationTechnicians 184OccupationalTherapists 178InstructionalCoordinators 172RadiologicTechnologistsand Technicians 162RespiratoryTherapists 152PhysicianAssistants 145First-Line Supervisors/Mgrs.of Landscaping, Lawn Service 145Mixingand BlendingMachineSetters,Operators,andTenders 139Compensation, Benefits, and Job Analysis Specialists 128Operations ResearchAnalysts 98Waterand LiquidWasteTreatmentPlant and Sys.Operators 97

20.2

14.211.116.97.8

17.7

13.215.519.541.812.08.9

23.09.8

23.016.617.4

10.822.224.7

19.613.617.126.7

14.68.7

17.019.7

23.929.920.0

8.910.619.121.4

14.324.610.815.4

15.123.314.611.521.929.2

12.015.315.515.211.3

$30.82$16.58$19.02$30.93$25.10$20.45$38.11$38.55$24.75$34.83$29.41

$38.59$16.45$30.10$28.67$17.53$26.46

$50.32$31.95$37.13$22.33$40.83$31.98$35.73$29.77$34.54$23.62$26.41

$39.51$43.43

$34.65$36.11$50.70$24.76$18.43

$35.55$26.73

$51.54$37.35$16.49$30.91$29.25$23.79$24.93$41.81$20.97$15.98$29.27$40.81$20.25

Associate's or Bachelor's degree, licenseSome college preferred and moderate-termOJTApprenticeshipor moderate-term OJT,certficatonBachelor's degree, licenseBachelor's degreeAssociate's degreeor post-sec.voc. training, certificationBachelor's degreeBachelor's degreeBachelor's degreeBachelor's degreeBachelor's degree, lleanseBachelor's degree or higher, plus work experienceApprenticeship or moderate-termOJT, licenseLong-term OJT,plus work exp., or apprenticeshipAssociate's degree, licenseSome college preferred and short-term OJTBachelor's degreeBachelor's degree or higher, plus work experienceBachelor's degreeBachelor's degree or higherLong-term OJT or apprenticeshipBachelor's degree or higher, plus work experienceBachelor's degreeMaster's degree or higher, licenseBachelor's degree plus work experienceBachelor's degree, licenseBachelor's degree or higherBachelor's degree or higher, plus work experienceBachelor's degree or higherBachelor's degree, certificationBachelor's degreeBachelor'sdeg. or higher,plus work exp., or apprenticeshipBachelor's degree or higher, plus work experienceBachelor's degree, licenseWork experience in a related occupationBachelor's degreeLong-term OJTMaster's degree or higherBachelor's degreeAssociate's degree, plus work experienceMaster's degree or higher, licenseMaster's degree or higherAssociate's degree, plus work exp., or certificationAssociate's degree, license, or certificationBachelor's degree or higher, plus work exp., licenseWork experience in a related occupationModerate-termOJTBachelor's degreeMaster's degree or higherLong-term OJT,plus work exp., license, or apprenticeship

Note: The forecasts above highlight positive long. term growth occupations. They do not necessarily reflect current hiring demand.OJT = On-fho-Job Training

Bureau of Labor Market Information & Strategic Initiatives' www.michigan.govllmiDIMB i5 an equal opportUnity employoo'pmgram.AIh'iHary aids, S8!V1ces alld othe( reasonable accommodations are d'Vailable upon request 10 IrilMdualswi,'h (Ji:;abililles.

State of Michigan, Oepattmenl 01 TeGhrIclogy, Management 8lld Budget, Ouoo!ity: 500; Cost: $982.49; Unit Cost $1.96; Printed 1112011

I Corp! I January/February 2012

tion systems) are among themost popular offerings atOakland CommunityCollege, which is experienc-ing all-time-high enrollmentof about 30,000 students eachsemester.

But Miller sees greatpromise for bringing advancemanufacturing jobs back toMichigan through trainingprograms for mechatronics. Acombination of mechanicaland electrical engineeringskills, mechatronics is animportant process in fieldsranging from technician pro-duction worker to laboratoryworkers and engineers andeven design.

Training programs formechatronics are rare in theUnited States, since it is aGerman model that combinestwo occupations.

"If we want to continue tostay in the advance manufac-turing arena as a community,we have to start creating andstrengthening the work sup-port that have the skill set,"said Miller.

She said it has been herexperience that inspiring 18-year-olds in the region to fol-low a program such asmechatronics is difficult. Theprogram is relatively new,and many students are notaware that it has the potentialto be versatile.

Among the 250 clientcompanies served at theTechTown research and tech-nology park in Detroit,President and CEO LeslieSmith has observed that salesand hiring were nothing outof the ordinary in 2011,although there was growth inthe fields of life sciences,alternative energy and new,innovative sectors around the

continued on page 42

WORKFORCE Job Market 2012: Glass Half Full or Half Empty?

auto industry.The Workforce Development Agency

at MEDC looked into the skill gap con-cerning employers in the past year. Itnarrowed it down to there being a highdemand in IT skills. To rectify the gap,MEDC introduced a new program,Shifting Code, which provides addi-tional training for those already in thefield. The program is tailor-made forMichigan employers, which helpsworkers who undergo training gain acompetitive edge. The MEDC website(www.michiganadvantage.org) hasmore details on the specific trainingprograms and application process.

You Have to Partner With AliensOCC, like many other area colleges

and universities, is making sure theglobal perspective is included in everyline of training regardless of the occu-pation involved.

"You have to understand that theyare functioning in a global economynow," Miller said. "The first thing thatcomes to mind is becoming a moreimmigrant- friendly community."

She adds that the immigrant commu-nity has a "disproportionately (high)number of entrepreneurs within it."

The New Economy Initiative, theDetroit Chamber of Commerce and TheSkillman Foundation have joined for anew study called "Global Detroit,"which aims to understand the foreigncommunity and its impact inMichigan's economy.

"Global studies is a part of thatbecause the import and export is such apart of being an entrepreneur today. It'snot just about the local economy. It'sabout understanding where you fit intothe greater economy and how to mani-fest that in success," said Miller.

Education is not restricted to collegeclassrooms.

'The companies are not only inter-ested in doing on-the-job training butare supportive of seeking out partners todo that," said Smith, based on variousworkforce reports in the region.

Added Miller: "We are seeing a

I Corp! I January/February 2012

propensity of training someone who is80 or 90 percent ready for the job andthey still need the last 10 to 20 percenton-the-job training done through intern-ship programs and corporate training."

MEDC's Mltalent.org has helpedemployees from old industry jobs tran-sition into the new economy or trainthem for small business ventures run bynonprofits like TechTown.

In particular, the current environ-ment of job chaos has prompted a seg-ment of over-50 Michiganders to findtheir way to entrepreneurship and smallbusinesses.

"They don't have to be starting entre-preneurs, but they are fabulous assets todeploy into these companies because ofthe breadth and depth of their experi-ence," explained Smith.

Training acquired at TechTown,Automation Alley or SmartZone -Oakland University's business incuba-tor - helps the older workers transitionto a small, more dynamic and demand-ing work culture.

Smith also recognizes a gap in theworkforce with a significant lack ofC-level talent in TechTown's clientcompanies.

"We have a lot of companies that stillhave their founder or their chieftechnologist or scientist that are sittingin the CEO seat, and part of the gapwe are tying to fill is developingCEOs and CFOsand COOs to moveinto those companies and help themreally accelerate and augment theirgrowth," she said.

Michigan's New Year's ResolutionAlthough the Michigan employment

graph is showing an upswing, manycompanies are conservative in openingtheir job doors. But a support system isstarting to gain vitality in this hard-hitregion.

Miller said training programs arehelping companies recover from chaosmode and gently move into lean manu-facturing and efficiency. The aim is tomake them efficient with fewer staff bybeing methodical, organized and

Leslie Smith, president and CEO of theTechTown technology park in Detroit, saysolder workers are "fabulous assets" for fledg-ling and small businesses.

process-based.On the other side of the spectrum, for

the people re-entering the workforce,Miller said, "The work environmentwill be a shock to some of them torealize that the pace has changed andthe expectations and stress levels inmany ways are at an all-time high."

The downsizing pattern for the man-ufacturing industry might have hit thepause button. But, unfortunately, thegovernment and education sectors arestill in middle of cutting back their staff.

Cornell recounts his experience ofgoing back to school at his age. In hisclass of 42 physician assistant students,he is competing with 20-year-oldswho don't share his responsibility as ahusband and a father and have betterstamina to cram through grueling studysessions.

On the other hand, he said, "Goingback as an older person has got somebenefits because I have some life expe-rience behind me." _