Blog Archive

Internships are still booming in today’s economy, which is good news for students and employers alike. According to the National Association of Colleges and Employers (NACE), employers anticipate hiring 2.6 percent more interns this year than they did last year, continuing the upward trend that shows organizations are leaning on internship programs to attract budding talent. Employers who run successful internship programs can attest that this is an effective tactic to include in your recruiting strategy.

It’s no secret that companies in all employment sectors are facing challenging workforce shortages and gaps. What many companies don’t know is that apprenticeships offer a viable solution for recruiting, training and retaining world-class talent. Apprenticeships are an earn-as-you-learn, flexible workforce development tool and training strategy that can be customized to meet the needs of any business.

Finding an employee who’s the “best fit for a position” isn’t always the biggest challenge when it comes to hiring. Talent professionals across the board agree that finding the “right fit” for not only the position, but the team and company, is much harder. If you’re involved in the hiring process or part of a talent team, and haven’t heard about AcuMax Index (AI), you’re missing out on a valuable opportunity to save time, money and resources in the quest to find, develop and keep rock star job candidates.

You may be wondering, when is the best time to begin thinking about a Succession Plan. As the saying goes, "there's no time like the present." Recent studies reveal that only 30% of small business owners have a formal succession plan, leaving a vast majority unprepared for future transitions. With over two-thirds of owners planning to retire in the near future, the absence of succession planning could lead to business closures and economic disruptions in local communities.

Traditional workplace well-being programs often fall short because they focus too much on individuals rather than systems. With traumatic stress on the rise, employers need more effective solutions. That’s why EDSI’s Innovative Learning Solutions (ILS) Team partnered with Healing Center Restorative Engagement (HCRE) to reframe how we support well-being at work. This blog explores different models of trauma-informed care and how organizations can take a more impactful, system-wide approach to fostering a healthier workplace.

Wondering what B Corporation certification is all about? In this blog, you'll learn why becoming a B Corp was a natural step for EDSI and how the certification process works. The B Corporation emblem of excellence means that we pledge to operate under the highest standards of awareness, performance, transparency and accountability to help solve social and environmental issues. EDSI joins the ranks of over 3,600 trailblazing businesses fighting for social and environmental excellence.

Trauma is an unavoidable reality in today’s world, and its effects on children can have lifelong consequences if left unaddressed. Recognizing the need for a healing-focused approach, EDSI collaborated with Healing Center Restorative Engagement (HCRE) to create a training program for Head Start educators. This innovative program provides practical tools to help educators respond to trauma, build supportive environments for children, and prioritize their own well-being. By focusing on healing, the program equips educators to make a lasting impact on the lives of children facing adversity.

Curious about how to future-proof your business? Don’t miss this insightful Q&A with EDSI Consulting Managing Partner Jim Bitterle, a recognized expert in strategic planning. In this blog, Jim shares why strategic planning is essential, what makes a plan truly effective, and how EDSI’s unique approach helps organizations thrive in today’s competitive markets. Whether you’re building a new strategy or refining an existing one, this article offers practical advice to drive long-term success.

If there’s one thing that remains true in business (and life in general) it’s this: a crisis can strike any company … anytime, anywhere. Imagine you just found out a valuable, tenured employee is leaving and taking all his or her critical knowledge and experience with him to a competing organization. Your only hope to avert this crisis? Advanced planning!

Knowledge management is not just a stand-alone program or project. KM refers to the explicit and tacit information life-cycle that runs throughout the entire organization on a continual basis. This 10-step setup process will teach you everything you need to know to minimize risks and maximize results.

Tap into apprenticeship opportunities and leverage federal funding to grow your workforce! With support from the Bipartisan Infrastructure Law, businesses can now access significant resources to create or expand apprenticeship programs. Learn how apprenticeships can help your company build a skilled workforce, reduce costs, and increase retention. Explore the benefits and discover how EDSI can guide you every step of the way.

This blog highlights Tammy and Autumn, two of EDSI’s unsung heroes who support Veterans in their transition to civilian life. They share the challenges and successes of their work, emphasizing the importance of personalized care. Their dedication to treating each Veteran as a person, not just a number, underscores the meaningful impact they make in the lives of those who have served our country.

Discover how EDSI’s Integrated Career and Case Manager training program is equipping workforce professionals with the technical skills and certifications needed to deliver exceptional service. Through credentialing, continuing education, and innovative learning solutions, we’re helping case managers and career coaches enhance their impact and improve customer outcomes. Learn more about the evolution of this program and how it's driving success in workforce development.

EDSI's Luzerne County staff recently participated in five Mental Health First Aid (MHFA) training sessions across the Wilkes-Barre and Hazleton offices, resulting in 39 employees earning their 3-year MHFA certification. This initiative equips staff with vital skills to support both colleagues and clients in managing mental health challenges, creating a stronger, more supportive work environment.

EDSI is a proud partner of the Boys and Girls Club of Southeastern Michigan (BGCSM) participating in the 2024 Reimagine Summit in Detroit. Our ILS team played a key role in helping BGCSM leaders reimagine their spaces to better serve youth and combat poverty. The Summit highlighted the transformation of desolate buildings into state-of-the-art clubs, offering career pathways in fields like Fashion, Tech, and Behavioral Health. Through these innovations, we’re equipping youth with the skills to break the cycle of poverty.

Discover how the Eddystone Youth Program is making a difference in Ridley, PA! Created by Katy McGinley, Assistant Principal at Eddystone High School, this initiative addresses the need for engaging winter activities for local youths. As part of EDSI's commitment to youth development, this program exemplifies our leadership in creating meaningful opportunities for young people across our regions.

Discover how EDSI’s PA CareerLink® Montgomery County branch is championing diversity, equity, and inclusion through the innovative DEI-Wall. Learn about our commitment to fostering a sense of belonging and promoting self-driven DEI education. Explore how this dynamic platform serves as a rotating bulletin of information, sparking dialogue, learning, and heightened awareness among our staff. Join us in celebrating the core values that make our workplace inclusive and supportive for all.

Discover how American Job Centers (AJCs) ensure quality services through the recertification process mandated by the Workforce Innovation and Opportunity Act (WIOA). From evaluating effectiveness to enhancing accessibility and outreach strategies, learn how AJCs continuously improve to better serve jobseekers and employers. Explore actionable steps for professionals to meet recertification requirements and enhance the inclusivity of One-Stop Centers. Don't miss out on vital insights into the certification process in this blog!

Discover the transformative impact of EDSI's Pre-Employment Transition Services (Pre-ETS) program in North Carolina. Since 2018, EDSI has partnered with Vocational Rehabilitation to equip students with disabilities with essential skills for a successful transition from high school to the workforce. With a focus on holistic support and community engagement, the program has achieved remarkable success! As EDSI looks to the future, it envisions continued growth and impact, aiming to expand its reach and enhance services to ensure every student's pathway leads to post-graduation success.

Although Job Task Analysis (JTA) was created to help management make hiring, promotion, wage, and salary decisions, it serves a much bigger purpose. JTA is a data-driven approach that is designed to identify the work requirements of specific jobs by providing a detailed overview of the knowledge, tasks and responsibilities that must be performed by workers in a given occupational area to successfully perform the job. Before going any further, an important point to remember when conducting a JTA is that it’s an evaluation of the job, not the person doing the job.

“They’re lazy. They don’t want to work like we did and they want so much accommodation. It’s like everything is a free-for-all. You can’t even count on them to show up on time. It’s hard to believe how much support and attention they want. I just can’t work with them.” Oh, I’m sorry. Did you think that was a quote about millennials?

Explore the transformative power of Value Stream Mapping (VSM) in our latest blog! Delve into the intricacies of VSM, a crucial tool that guides organizations in seamlessly connecting job seekers with employment opportunities, enhancing efficiency, and optimizing processes.

Unlock the secrets of talent strategy with our latest blog on Compensation Analysis! Join the conversation with EDSI Managing Partner Jim Bitterle as we explore the vital role of compensation analysis in attracting and retaining top talent.

Is your office back to onsite work? Chosen to go fully remote? Or maybe a hybrid setup? Still figuring it out? Check out our latest blog for insights on how to reimagine your workspace, including 6 tips to meet employees where they are.

Providing mental health support is a crucial part of serving customers, particularly in the workforce development industry, which is why more and more regions are hiring Behavioral Health Advocates (BHAs) to be part of their staff.

EDSI is answering the call of LGBTQIA+ jobseekers to create customized job search workshops and resources, and provide groundbreaking programming aimed to support this community and encourage workplace inclusivity.

Connecting apprenticeship programs with your state and local workforce system is a win-win partnership and we have extensive experience working with employers and jobseekers to strengthen the workforce and our economy. Our Regional Apprenticeship Coordinator Adina Tayar offers best practices!

What is a MOU and why is it important in workforce development and One-Stop's within the American Job Center system? These questions and more will be answered in this blog on MOU's, which are agreements executed between the local workforce board and the One-Stop partners to optimize AJC One-Stop service delivery in local areas.

Are your state and local workforce strategies optimized to support and engage older workers in your region? In this blog, we're sharing important information on serving older adult workers ages 55 and up, including workforce insights, labor market metrics, barrier remediation and 6 strategies you can use to more successfully engage with older workers.

Partnering with local organizations, cities and schools is one of our favorite ways to do business. Together with the City of Philadelphia, we aim to improve the quality of life in Philly neighborhoods through the CLIP program, which offers opportunities to our jobseeker participants related to training, upskilling and employment.

Working together with the City of Detroit, EDSI has been instrumental in offering a successful virtual youth summer employment experience that pays youth ages 14-24 as they explore careers, build skills and receive training and instruction from local employers. Students are offered hands-on, innovative learning and work experience related to high-priority industries such as healthcare, IT, construction and customer service. Read more about the program in this blog!

As a national workforce development and consulting firm with clients across multiple states and industries, EDSI is known for evaluating, designing, and delivering customized training. Read this Q&A Spotlight to find out how the City of Tucson benefited from having their Water Maintenance and Customer Service Divisions training practices updated.

Helping statewide systems execute high quality professional development is an area where EDSI has deep knowledge and experience. The organization continues to be sought out for projects related to professional development (PD) programming throughout the Midwestern and Southern United States. This project spotlight demonstrates the success EDSI has had working with the State of Michigan.

Supporting New York businesses within the entertainment industry during the pandemic became possible through Federal grants administered through the U.S. Department of Labor's Shuttered Venue Operators Grant (SVOG) program, and workforce development service provider, EDSI played a big role in helping coordinate these efforts.

As employers and organizations across the country continue to face workforce challenges, finding new ways to connect with customers is crucial. In this blog, you will learn more about the ways AJC’s have developed and implemented better, smarter, faster ways to deliver services to jobseekers and employers, including creating virtual, innovative programming and specialized support.

Are students prepared for life after high school? What can be done to better support and guide students as they approach graduation and beyond? In this blog, you will learn about a workforce development program in Chester County, PA that is helping students transition through the appropriate educational pathway and then into the workforce.

Exciting progress is happening in the world of workforce development. The National Governors Association Workforce Innovation Network is positioned to help states achieve a higher level of innovation and longer-term strategizing to prepare their workforces for a post-COVID-19 recovery for American workers. EDSI, as a Michigan-based workforce service provider and consulting firm, plays a key role in providing technical assistance to the NGA as one of 20 advisory members and philanthropic partners asked to participate in supporting the innovation network.

Career readiness has been a common topic in the workforce development and educational arenas for many years, and now more than ever, bridging the gap between education and workforce preparation is crucial. In this blog, we highlight a curriculum development project with Abington Junior High School. After receiving a state grant, Abington wanted to develop a school-wide curriculum based on educating students on career pathways and employability skills to give them all the foundational skills they would need to be successful in their post-secondary or post-college careers.

Customer service is embedded into everything we do. Preparing front-line workers for the unique challenges being faced in the workplace during the pandemic and beyond can be difficult. This blog spotlights the virtual COVID Customer Service Career Acceleration Program (CAP) that was established to help front-line customer service workers receive more in-depth training on issues such as de-escalation and conflict resolution that go beyond the traditional scope.

Multi-Generational programs (also called the 2Gen approach) address the needs of both children and parents, with the ultimate goal of creating self-sustaining opportunities and better outcomes for the whole family unit. Multi-Generational programs have been applauded and proven to be a holistic way to end the cycle of poverty, which is why EDSI is so committed to offering this program to as many families in as many regions as possible.

Effective, work-based learning strategies build a bridge between learning and real work experiences. In partnership with Workforce Development Boards and employers across the country, we continue to see work-based learning (WBL) initiatives and funding reemerging as critical regional strategies to help the millions of people who are struggling to start or advance in their careers. Let's explore the benefits of effective WBL strategies and the different types of WBL initiatives that are available.

At the start of the coronavirus pandemic, small business owners braced for what seemed like a short-term inconvenience, but many small businesses are still operating at limited capacity or have shuttered completely. Don't lose hope: with the right strategy and tools, businesses can rebound and adjust to the new economy.

The COVID-19 pandemic has made digital tools, software and online resources even more critical in providing virtual services in the workforce system. AJCs are providing more flexibility in offering program services by using online and virtual options for education and training for various workforce programs. This blog offers an in-depth look at the tools needed to provide innovative services to customers: virtual services best practices, jobseeker top tech tools and innovative program design elements.

In celebration of Veterans Day, this blog is dedicated to all U.S. servicemen and women, as well as the workforce professionals who have the privilege of helping to guide Veterans’ career choices in civilian life.

Let's talk certification. Are you a Local Workforce Development Board (LWDB) uncertain of the operational criteria and procedure requirements involved in the certification process for your ACJ service location? In this blog we will break down the requirements in a simple format so you have clarity on what’s involved and required.

Learn about the latest advances workforce boards and American Job Centers (AJCs) are implementing in order to better serve in-need populations looking for work as well as innovative community resources and service strategies that all jobseekers, including Veterans and youth, can connect with remotely. Download our Barriers to Employment Checklist, a helpful document which can be used by workforce development professionals to help their clients identify, and eventually overcome their barriers.

Career fairs have been bringing job seekers and employers together for decades. In this blog we will explore the many ways used to organize virtual career fairs, and even discuss specialty platforms created specifically for that purpose.

Grow Detroit’s Young Talent offers meaningful work experience to local youth through an online platform by partnering with community organizations such as EDSI, who helped implement virtual programming and digital solutions to create successful outcomes.

Have you ever been in awe of a company that seems to do everything perfectly? In this blog, EDSI's Jim Bitterle will answer questions about the findings from his book research and share best practices and “unquittable” tips companies can use to ensure their talent management strategy is effective and competitive in the 21st century.

Training and staff development are investments, but how can we be sure we are getting the most out of the time and money we spend on training? According to the Harvard Business Review, last year the average employee received about $1,000 in training. For a 500-person company, that ends up being half a million dollars! With that type of investment, It’s important to be sure the training programs are truly effective. So, how can you measure effectiveness?

If lack of time and budget are preventing you from reaching out for succession planning assistance, you’re in luck – our succession planning templates are designed to take you- step by step – through the process. In the end, you will have designated key positions and pinpointed successors to lead your company into the future!

Nearly one-third of companies with more than 1,000 employees said they don't currently have a succession planning program at their organization. The numbers for smaller organizations are even more dismal. For organizations who urgently need expert guidance and advice and are looking for a more economic cost than traditional methods, a remote succession planning consultant might be a good fit.

What is a Training Needs Analysis? When it comes to learning and development, training needs analysis (TNA) is a process which helps you review the current state of your organization’s training. It is a highly valuable tool to aid in the design and development of an effective training program.

One great thing about the Workforce Innovation and Opportunity Act (WIOA) is its advocacy of the use of technology for the improvement of teaching, learning, professional development, productivity, system efficiencies and accessibility. In this challenging time, Workforce Development professionals can use technology to help others and get America back to work.

In this article, you’ll read about some common crisis scenarios, but more importantly you’ll have the opportunity to take our succession planning self-assessment and ultimately learn how to ensure your company’s future viability through the creation of a leadership development succession program.

If you’re interested in learning more about knowledge management, or if you need more insight on why it’s important to your company, you’ve come to the right place. In this brief article, you will learn the basic definition of knowledge management, the two main types of knowledge and how your company stands to benefit from a knowledge management plan.

Manufacturers are facing a dire employee shortage. While nearly every industry is being affected by the rapid retirement of the Baby Boomer generation and the reduced rate of Generation X and millennials entering the manufacturing workforce, the greatest risk the industry faces is failing to adapt. Some of the reasons for lack of adaption include: the low employment rate, skills gaps, and the inability to attract qualified workers.

The case study below explains the needs and outcomes of a train-the-trainer project EDSI was hired to provide for New Jersey Transit, the state of New Jersey’s public transportation corporation. Since EDSI’s inception over 40 years ago, we have assisted both large and small organizations in various industries develop customized training programs. Although each training program is unique, we often assist companies in the development of ‘train-the-trainer’ programs.

Since EDSI’s inception over 40 years ago, we have assisted both large and small organizations in various industries develop customized training programs. Although each training program is unique, we often assist companies in the development of ‘train-the-trainer’ programs.

A skill gap analysis helps to identify the skill gaps an individual or group of individuals has. Just like a gorge or a river, you can probably recognize there is a gap from here to there, but what is the best way to span that gap? The skill gap analysis is like a bridge’s blueprint- it helps to identify the best way to span the gap.

As more and more baby boomers retire or consider retirement, ‘succession’ continues to be a common buzzword. Every year about 10% to 15% of corporations must appoint a new CEO due to retirement, resignation, dismissal, or a health crisis. As a business leader, succession planning (SP) has no doubt crossed your mind … maybe you’ve even started working on a leadership succession plan, but you’ve hit a roadblock. What should you do next?

Local Workforce Development Boards (LWDBs) face challenges on how to serve the youth in their region with limited WIOA youth resources. It is estimated that over 5.5 million youth (16 to 24 years old) now referred as ”Young Adults” do not have high school diplomas and are not employed. Additionally, these young adults are often dealing with other barriers such as language mastery, lack of or insufficient housing, substance abuse, health problems, transportation challenges and other cultural/social issues.

For decades, training and upskilling workers has been challenging for trainers in many job markets, and the transit industry is no exception. Often, transit training departments are staffed with instructors who are extremely skilled in their craft, but lack essential knowledge in adult learning theory. According to statistics*, businesses lose up to $13.5 million every year per 1,000 employees due to ineffective training.

Ensure your organization’s future success with a strategic succession planning process that identifies and prepares professionals for leadership roles. Read this blog for all the insights and information to get you started.

When you think of classroom technology, what visual comes to mind? A laptop computer? An iPad? A PowerPoint presentation used by a teacher to deliver the lesson? These are definitely still tools that are being used by educators and trainers across the U.S., but advancements in learning technology are happening at lightning speed.

Making the perfect jobseeker-employer match is no easy task for workforce development professionals. A recent Bureau of Labor Statistics report showed a total of 12.8 million individuals were either unemployed, under-employed or marginally attached to the labor market. On the employer side, key industries report a shortage of qualified applicants for a wide range of jobs. The trick to helping jobseekers find their way to the right position with the best employer starts with a solid foundation of preparation.

How are career ladders and lattices different? How are they the same? And which one is best for your organization’s talent management strategy? Although they’re both tools that organizations use to guide employees on a path of career progression, they differ in many ways! In this article, I will review how they’re different, what they have in common and which one might be the best choice for your organizational needs.

Broadly speaking, current federal workforce policy aims to bridge the needs of employers and jobseekers through training and other support measures. Is this happening and how successful is it? At a time when close to 65% of our country’s open positions require some form of higher education or post-secondary credential, it is crucial for education and workforce development partners to work together to meet the needs of employers and jobseekers.

Succession planning means different things to different people, but the most common theme among all the definitions that exist is that it involves making sure your business is prepared for the future. There are different types of succession planning, each of which depend on your type of business and your businesses’ specific situation.

If I told you that an intentionally planned culture has the power to align your organization’s people, processes, and workplace, wouldn’t you want to learn more? I thought so – keep reading! Culture is a buzzword that isn’t going away anytime soon.

A boot camp is a fast track, industry-specific training program that enhances jobseekers’ skills to prepare them for employment in high-growth industries such as construction, manufacturing, healthcare, hospitality or customer service. In communities across the United States, boot camps are being welcomed and endorsed by workforce boards, industry partnerships, educational institutions, and employers.

It is estimated that over 5 million youth (16-24 years old) now referred to as “young adults” are not in school and are not employed. The challenge is how to serve these young adults and prepare them to succeed in today’s workforce. The Workforce Innovation and Opportunity Act (WIOA) Title-l youth formula funds now provide state and local workforce development boards the resources needed to assist the youth in their communities.

While just about every industry feels the burden of the mass exodus of boomers from the workforce, the manufacturing industry faces the greatest risk of failing to adapt. In this article, we’ll offer a snapshot of the current and projected state of the manufacturing industry, and even more important, we will outline four implementable strategies manufacturing companies can use to overcome the skill gaps facing the industry.

There are many companies who stand out when it comes to employer branding. Those who deliver a dynamic, consistent experience to employees are more likely to develop and benefit from a strong employer brand. Organizations with a well-established and respected employer brand will find it easier to both attract and retain top talent. Representatives from EDSI had the pleasure of meeting an employer branding standout – Barton Malow – at the Metro Detroit 101 Best & Brightest awards ceremony.

You’re standing in an art gallery filled with paintings. What draws your eye toward a particular canvas? It might be the vibrant colors or the naturistic scene … but something makes it stand out, right? Believe it or not, it’s similar for talent acquisition – you must find your own unique way to stand out if you want to be noticed by the best job candidates.

If there is one key word to pull from the Workforce Innovation and Opportunity Act of 2014 (WIOA), it is collaboration. WIOA has created a unique and exciting opportunity for collaboration at the state level between local workforce and economic development agencies. The law requires states to submit plans outlining how they will collaborate with partners, including economic development agencies. But, doesn’t this call for collaboration seem like a no-brainer?

Corporate culture. It’s like a magnetic force that pulls talent toward your organization. Is your pull strong or weak? In all seriousness, though, it’s a hot topic in the war for talent. Economists note that when the economy is thriving, employees have more bargaining power, which leads to more competition in the job market. Because of this, many companies must take a closer look at their culture as a primary way to attract and retain employees.

Did you know that the Workforce Innovation and Opportunity Act (WIOA) requires Workforce Development Boards (WDBs) to partner with Economic Development Organizations (EDOs)? The benefit of this partnership reaches far and wide. By working with EDOs, Local Workforce Development Boards (LWDBs) will be able to identify new services, align resources and deliver training service offerings which meet the needs of employers.

In today’s competitive talent marketplace, your employer brand is crucial in helping to attract the right people to your company. According to a study by LinkedIn, 75% of jobseekers evaluate an employer's brand prior to submitting a job application.

When it comes to succession planning, thoughtful consideration is imperative in helping businesses remain viable. Review these common mistakes and the suggested success strategies to save yourself and your company from lost profits and leadership woes, and watch the video included!

Did you know 60% of 2nd generation family business owners fail? For 3rd generation owners, it goes up to an astonishing 90%! It goes without saying that deciding whether or not to pass the baton to the next generation requires thoughtful consideration. If you’re wondering how to determine if a family member is the right person for the role you need them to take over, read these success strategies for more insight, and watch the attached video!

Did you know that WIOA requires states and Local Workforce Development Boards (LWDB) to develop and deliver Career Services through the American Job Centers? Basic Career Services must be made available to all customers interested in seeking assistance from American Job Centers.

Many business owners dream that their sons or daughters will take over the family business, but struggle with feeling confident it’s what’s best for the company. In a report from the Family Business Institute, 88% of family business owners said they believed their family would control their business in five years. Yet, according to the report, only about 30% of family-owned businesses survive into the second generation.

As a small business owner, you’re crazy busy with everyday tasks that support running a successful company … yet planning for the future is essential to ensure financial stability and growth. This is where Succession Planning comes into the picture.

EDSI is thrilled to announce a new virtual reality tool now available to jobseekers participating in pre-employment workshops in three offices in the Philadelphia, PA area. The idea came about when a company executive saw a demonstration of the technology on a Vice News YouTube video, and that started the ball rolling. The video highlighted tasks that were designed to teach prison inmates life skills so that they could return to the community after serving 20+ year terms.

The Workforce Innovation Opportunity Act (WIOA) has greatly improved assistance for jobseekers through the integrated, employer-driven, public workforce development system. The new regulations require workforce centers to collaborate with adult education, postsecondary education, and other partners to establish career pathways programs.

When it comes to running a successful company, there’s no question that profit and growth are only sustainable if a clear succession plan is in place. What good is your business if all the institutional knowledge needed to handle the in’s and out’s of the company is tucked away in your CEO’s head?

In its most basic form, a career path is a plan for an employee to move through various positions to obtain an ideal career. The plan could move them vertically into a senior position, or horizontally into a different type of job role. Most successful companies develop career paths for their employees in order to provide a realistic picture of their position in the coming years.

Career sculpting, also referred to as job sculpting, is an excellent way to engage your employees and retain your top talent. It is built on the simple premise that people excel at what they’re most interested in. Are your employees encouraged to spend time working on things they’re interested in?

Corporate universities help bring structure to internal training efforts. They also assist in the effort of aligning the training arm of companies with the organizations’ strategy and vision. There are many different types of training which can be used as part of a corporate university.  

Baby Boomers are retiring at a staggering pace of over 4 million per year. Consequently, this has created a dramatic increase in privately held company transfers to the next generation. Needless to say, this can be a huge undertaking. Many business owners are caught in a challenging situation where they feel stressed and unprepared.

Over the last five years, the term ‘employer brand’ has exploded in use. Your employer brand is basically what your employees (consistently) answer back when you ask them what it’s like to work for your company. Is it good, bad, horrible, confusing?

Recently, I met with representatives from several transit agencies across the country about their workforce challenges. Like most industries, technology is rapidly advancing and jobs are available for workers with the right skills. The challenge is finding people with these skills; or finding and training them.

In this generation of millennials, almost everything can be accessed with the touch of a button. Technological advancements have made social media platforms, online job applications and communication via text or video chat the norm.

Business leaders and executives have different experiences and points of view on what it takes to be an effective leader. For me, the foundation of a trusted leader starts with being approachable, available and authentic. Living out those traits means taking the time to get to know employees on a personal level while empowering the team to succeed together.

In a 2015 study by Workplace trends, 75% of employees ranked workplace flexibility as their top benefit. In fact, workplace flexibility is more important to employees than employers think.

Internships are another great way to build your talent pipeline. They can be a superb source of talent, and they help build your employer brand.

Exit interviews- most HR professionals are familiar with them. These interviews can be a great tool, if the information is used wisely … but we’re not talking about regular old exit interviews here. No, we’re talking about ‘real freakin’ exit interviews. So, what’s the difference?

Formerly known as Backpacks to Briefcases, Courses to Careers (C2C) has been an extremely effective venture for EDSI with a 71% rate of employment from its participants since its inception in 2012. The advantages for program participants are countless and specific to each individual, however, the program’s findings have seen several advantages that are repeatedly mentioned by its participants.

Referral bonuses are a very simple and effective, yet extremely underutilized recruiting tool. Simply put, referral bonuses are generally monetary rewards given to an employee who recommends a candidate who is ultimately hired.

Many organizations use strategic workforce planning as a tool to align their business strategy with their talent strategy.

Talent dashboards help HR managers and company leaders achieve their most basic HR goals. This is because, well - you get what you measure!

Over the past several years, discussion about alternative transportation options has increased. Alternative transportation refers to commuting in any way other than driving alone, including public transportation.

Imagine that I gave you a giant swig of truth serum, and then asked you what it’s like to work for your employer. What words would you use to describe the company culture, your work environment, your boss, your co-workers, etc.? Now, imagine I did the same thing with dozens of your co-workers, and captured all of the responses.

Have you ever asked your employees, “What’s it like to work here?” For many of our clients, the answers seem to either reassure or surprise them. From a management perspective, this question offers meaningful insight into whether or not the company is living up to its brand image. What is brand image, you ask?

Who doesn’t love a chance to recharge their professional battery every so often? As an attendee at the fourth annual Positive Business Conference hosted by The Stephen M. Ross School of Business at U-M, I can tell you that it was a welcomed opportunity! The business leaders and academic experts speaking in the workshops were incredibly enlightening and motivating. Each speaker brought a unique perspective and shared powerful stories related to the theme of this year’s conference, “Positive Leadership: Practices and Inspiration.”

Have you ever hit send on an email and immediately wished you could retrieve it, for fear that the recipient would misconstrue your actual intent? In a world where the words we use represent a mere 7% of communication effectiveness, this happens all the time.

The Workforce Innovation and Opportunity Act (WIOA) requires that each state must establish the minimum criteria for certification of One-Stop centers and the One-Stop delivery system. The certification criteria allows the State to set standards for customer-focused, seamless services from a network of partners that help individuals overcome barriers to becoming and staying employed. Certification is required to be done by local boards at least once every three years in order for One-Stop centers and the One-Stop delivery system to receive infrastructure funding.

I wasn’t expecting to be inspired by a field hockey office display, but that’s what happened recently during my visit to a local university. Are you wondering how recruiting and succession planning for your company could possibly relate to a University field hockey program?

Many companies today face the ongoing challenge of how to retain good talent. The difference between EDSI and other companies facing this challenge is our innovative Career Sculpting program. It has enabled us to retain great employees and ultimately assist in reducing turnover.

Since 1998, One-Stop Centers (now known as American Job Centers) have and continue to provide services that link job seekers with employers. Critical to the success of WIOA is having One-Stop Centers that have the tools and resources to deliver high quality career, education and training services needed to help jobseekers obtain jobs and help businesses find the skilled workers and access to training support for their current workforce.

Over the last five years, the term ‘employer brand’ has exploded in use. Your employer brand is basically what your employees (consistently) answer back when you ask them what it’s like to work for your company. Is it good, bad, horrible, confusing? If they don’t have only great things to say, you need a better employer brand!

It never fails that when I’m at a social function someone asks “So, what do you do for a living?” I always pause, trying to decide how to explain what a workforce development consultant does, particularly in 30 words or less.

Workforce Development is an interconnected set of solutions helping to meet employment needs: It prepares workers with necessary skills, emphasizes the value of workplace learning and addresses the hiring demands of employers from the outset. The goal is to place workers in jobs where there are career development opportunities.

WIOA focuses on serving individuals who have limited skills, lack work experience and face other barriers to economic success. Transitional jobs offer a way for these individuals to gain necessary experience and help establish a positive work history.

EDSI's Kimberly Glenn highlights key differences between instructional delivery methods in the fast-paced, ever-changing world of educational development.

Jim Bitterle, Managing Partner of EDSI Consulting, was invited by Tom Borg Consulting to talk talent! Tune in to this podcast recording to learn more about EDSI and how to develop talent in your organization.

Kathleen Niedermayer shares how EDSI provides a "golden opportunity" for job seekers and employers alike when they participate with the EARN program.

EDSI Senior Consultant Ed Quintavalle reflects on the overall demand for skills in the global economy and key drivers for that success that start in the classroom. His plan outlines the need for student programs which emphasize lifeline learning, thereby decreasing workforce disparities through constant skill upgrading.

Every day millions of people travel from one place to another using buses, trains, subways, ferries or other forms of public transportation. Most people don’t realize the agencies that run public transit organizations are in desperate need of new workers to operate and maintain the current transit systems and build new systems to meet the growing demand for transportation options.

As identified in WIOA legislation, the One-Stop Operator should be the entity best suited to implementing a potentially redesigned service delivery system. EDSI's Terri Kaufman defines the role of a One-Stop Operator as identified in WIOA legislation and sheds light on how an Operator can serve as a functional leader at the One-Stop.

Watch a video of EDSI CEO, Kevin Schnieders, speaking on the topic of leadership development at the 2015 Signature Event of the Michigan Chapter of the International Society for Performance Improvement.

The Public Transit industry has been a major focus of EDSI’s Workforce Development consulting efforts for nearly 15 years. Throughout this time, our participation as a business member in the American Public Transportation Association’s (APTA) conferences has been a consistently enriching experience. It is amazing to think how we have grown from a single engagement at SEPTA for a skill gap analysis of mechanics in 2001, to work across the country with dozens of agencies.....

“Speak up. Don’t wait for someone to tap you on the shoulder. Karma won’t help,” Robin Roberts, co-anchor of Good Morning America, stated to an audience of 8,000 women at this year’s 11th Annual Pennsylvania Conference for Women. Robin shared with us how speaking up in previous jobs about what she really wanted to do in journalism helped her achieve the level of success that she has found today. Robin also spoke about her battle with cancer, the loss of her mother and some of her professional setbacks and accomplishments.