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Synchronist Supplemental Workforce Survey
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Summary
• Conducted from July 2013 to October 2013
• Companies throughout the seven county region known as Iowa’s Creative Corridor
• 43 companies took part
• Represent 9,000+ jobs in Iowa’s Creative Corridor
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Companies Participating
Acciona WindpowerAlliant EnergyApacheCarePro Health ServicesCentro, Inc.CIPCOCIVCO Medical SolutionsCompleWare CorporationEconomy Advertising CompanyESP InternationalFrontier Natural Products
GDITGEICOIDx LLCInfinity ContactInnovative Software EngineeringIowa Bridge & Culvert, LCIowaWORKSLeepfrogMediRevvMercerMercy Hospital
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Companies Participating
Metro Wire and CableMidamar CorporationMidwest Metal ProductsMidWestOne BankMount Mercy UniversityMSI Mold BuildersNIS, Inc.NordstromProcter & Gamble/Oral BProcter & Gamble Beauty PlantRiverside Casino & Golf Resort
Robert Half TechnologySDW ConsultingSedgwick CMSSkyworks Solutions, Inc.Stamats Communications, Inc.TrueNorthUnited Fire GroupUniversity of Iowa FoundationWCHCWest Music Company
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Q2: In the past year at your facility, how many new hires were:
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Q 6, 7 and 8: Of the 827 salaried, executive and management level hires:
• Approximately 21% are from outside the area• Approximately 25% are
recent grads (associate, 2 year, 4 year, professional, or technical college degree or certification)
• Approximately 7% were non-Caucasian
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Q4: At this time, how many unfilled positions in your company
0-3 positions53%
4-10 po-sitions18%
11-20 positions
15%
21-75 positions
12%
76+ positions3%
980 unfilled positions (includes an outlier of 671)
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Q35: What basic skills/knowledge gaps do job applicants have in your industry
Humanities/arts
History/geography
Science
Government/economics
English language (spoken)
Reading comprehension (in English)
Mathematics (computation)
Writing in English (grammar, spelling, etc.)
Technical (computer, engineering, mechanical, etc.)
0% 25% 50% 75% 100%
2.7%
2.7%
8.1%
8.1%
16.2%
21.6%
40.5%
62.2%
67.6%
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Q 6, 7, 8: Which position(s) are you having the biggest difficulty hiring?
Tech
nica
l/Eng
inee
r
Hea
lthca
re
Prof
ession
al
Advan
ced
Mftg
./Ski
lled
Labo
r
Gener
al L
abor
Custo
mer
Ser
vice
/Cleric
al
Other
Hou
rly0
5
10
15
20
25
30
25
4
21
8 75 4
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Increase27%
Be Stable47%
Decrease2%
None (Don't antic-ipate hiring from outside the area)
24%
Q 9 & 10: Do you anticipate the % of new hires from outside the area will:
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Q 9 & 10: Do you anticipate the % of recent college grads you hire will be
Increasing35%
Stable47%
None (Don't anticipate hir-ing recent col-
lege grads)18%
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Q11: How difficult is it to attract candidates from OUTSIDE the region?
Year/Avera
geNot 2 3 4 5 6 Very
2013/4.2
6.52 10.87 19.57 17.39 19.57 17.39 8.7
2012/4.6
2.6 2.6 28.2 28.2 10.3 28.2 0
2011/3.64
7.69 12.82 35.9 15.38 10.26 15.38 2.56
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Q12: How challenging are these factors when recruiting
In the past three years, the top challenging factors for recruiting talent from OUTSIDE of Iowa’s Creative Corridor have stayed the same:
1. Perception of area2. Opportunities for spouse/partner3. Salary4. Cost of living
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National Boards16%
Networking / Fam-ily / Referrals
19%
Company19%
Agencies19%
Marketing the Area28%
What have you found to be your best tools or strategies for attracting talent from OUTSIDE the region? Please
provide 2.
Q13: What have you found to be your best strategy for attracting talent?
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Q 16 & 17: Top 3 reasons salaried and management level employees leave
Limited Growth Opportunity
32%
Compensation17%Relocating
11%
Culture/Work-Life Balance
15%
Proximity to Home6%
Retirement4%
Changing Careers4%
Bad Fit/Management10%
n=38
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Q 16 & 17: Top 3 reasons hourly, contract, temp employees leave
• Compensation
• New Opportunity
• Shift/hours
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Q21: How challenging is it to retain workers from OUTSIDE the area
Scale
Not 2 3 4 5 6 Very
2013/
3.157 10 8 9 2 3 2
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Q25: Does your organization have an internship program?
Yes - Formal, PAID internship program
Yes - Formal, UNPAID internship program
No internship program0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
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Q26: In the past year, approximately how many interns have you had?
0 interns13%
1-3 in-
terns37%
4-5 in-
terns30%
6-10 interns10%
25-99 interns7%
100+ interns3%
n=29
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Q28: Rate the characteristics of the interns at your organization
ScalePoo
r 2 3 Good 5 6Excelle
nt
Quality/5.71 0 0 0 6 5 8 9
Stability/5.25 0 0 2 6 8 7 5
Local Availabilit
y/5.181 1 2 5 4 9 6
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Create a strong pipeline
Long term investment
Developing future leaders
Opportunity for staff to mentor and supervise
New point of view
Community relations
Increase diversity
Other (please specify)
0% 25% 50% 75% 100%
82.1%
60.7%
50.0%
46.4%
32.1%
35.7%
32.1%
7.1%
Q27: What are the benefits of an internship program
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Increasing48.3%
Stable41.4%
Decreasing3.4%
None (Don't antic-ipate using in-
terns in the next 3 years)6.9%
Q29: Over the next 3 years, do you anticipate the use of interns to be:
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Q30: What Iowa schools for interns?
Iowa; 39%
Kirkwood; 26%
Iowa State; 18%
Coe; 7%
Mt. Mercy ; 7%
Cornell; 1% Hawkeye Tech; 1% NICC; 1%
Inside or outside Iowa?
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Q31: What external schools for interns?
• Schools listed alphabetically– University of Illinois– Michigan State– University of Minnesota– Rose-Hulman Institute of Technology
(Terre Haute, IN)
– Stanford– Wake Forest– Washington University– University of Wisconsin
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Q32: What challenges do you attribute to internship programs?
Lack of housing
No need
Need more diversity
Timing
Head count restraints
Don't know how to start
Lack of right candidates
Lack of meaningful work
Time Commitment
0 1 2 3 4 5 6
1
1
1
2
2
2
3
4
5
What challenges do you attribute to managing or establishing an internship program?
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Q41: Over the next year, what will you focus on most regarding workforce?