Talent Coalition & Roadmap
In 2017, Columbus 2025 partnered with Avalanche Consulting, Inc. to facilitate the implementation of a new talent strategy for the region. Avalanche began by performing a LaborShed Analysis and Workforce Assessment. This assessment examined existing and potential sources of labor, and explored the size and skills of the workforce by occupation. Upon its completion, the 21st Century Workforce committee was able to determine goals, metrics, and initiatives.
Building on these findings, the Columbus 2025 Talent Coalition, comprised of over 100 local leaders, representing all major employers, education, and workforce organizations, convened in 2018 to create a roadmap for attracting, retaining, and developing a skilled workforce. Through collaborative workshops, the coalition identified key strengths, challenges, opportunities, and threats related to talent acquisition and retention.
The resulting Talent Roadmap outlines a strategic plan to ensure a sustainable talent pipeline for the future. This roadmap serves as a guiding document for the community, providing a blueprint for workforce development and economic growth.
Avalanche Consulting, Inc. Studies & Deliverables
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Avalanche Workforce Assessment of the Greater Columbus, GA Region
April 28, 2017
This study provides a comprehensive analysis of our region's workforce. It examines demographic trends, skill levels, and the balance between labor supply and demand. Key findings include the region's strengths in certain industries like Aerospace, Finance, and Government, as well as potential challenges in attracting and retaining talent in specific occupational areas. The study's insights will build strategies for workforce development and economic growth.
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Talent Projects - Leadership Workshop Feedback & Insights
October 17, 2018
These talent projects are designed to attract and retain talent in the Columbus, Georgia region. The document is structured around a series of potential projects, each addressing a specific challenge faced in attracting and retaining talent. It addresses challenges faced by young professionals, military personnel, and disengaged workers. Potential solutions include online resources, employer education, career programs, and community outreach.
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Avalanche Talent Coalition Roadmap
October 24, 2018
This roadmap outlines strategies aiming to attract, retain, re-engage, and develop talent to drive economic prosperity. It addresses challenges like labor shortages and skills gaps and presents a strategic action plan organized around four key goals: attracting top talent, retaining existing talent, re-engaging citizens currently outside the workforce, and developing local talent with 21st-century skills.
This Talent Roadmap Framework provides a snapshot of the action plan to align employer needs with the workforce and education initiatives necessary to increase
economic prosperity. Columbus region leaders recognize that continued economic growth and expansion is highly dependent on a talented, educated workforce pipeline. Implementing this Talent Coalition Roadmap will ensure that Columbus region employers have access to the workforce they need both now and in the future.
Columbus 2025 Talent Roadmap
Attract
GOAL: Attract top talent to the region.
STRATEGY: Promote the region as a desirable destination to work.
Invest in Columbus Talent Hub, an online platform to share information about career opportunities and lifestyle amenities in the region.
Develop a multi-pronged marketing toolkit.
Tailor marketing campaigns to key target audiences.
STRATEGY: Invest in infrastructure and amenities that attract and retain talent.
Support projects that focus on housing, transportation and connectivity that are highly sought after by young professionals.
Retain
GOAL: Retain top talent in the region.
STRATEGY: Engage students and young professionals in the region.
Implement a “You Are Amazing” initiative to solicit feedback from key audiences in the region
Establish an internship program for college students in the region.
Establish a newcomer’s program for the region.
Continue creating opportunities for students and young professionals to get involved in community leadership and volunteerism.
STRATEGY: Assist transitioning veterans and their spouses with gaining employment or starting a business in the region.
Educate employers about the talent pool of exiting military service members.
Expand resources that provide training and job placement for exiting military service members and their spouses.
Engage
GOAL: Re-engage citizens not currently participating in the labor force.
STRATEGY: Connect citizens with services and training that help reduce barriers to entering the workforce.
Implement a Take a Chance program to encourage employers to hire traditionally disengaged workers.
Increase funding for programs dedicated to supporting the disengaged workforce.
STRATEGY: Build awareness of available support services throughout the region.
Develop educational materials about existing programs that can be shared among service providers and the populations they serve.
Develop
GOAL: Develop local talent prepared for the 21st century workforce.
STRATEGY: Integrate in-demand skills throughout the education pipeline.
Identify talent gaps and create programs to close gaps between educators and business partners.
Introduce computer science skills into curriculum and teaching platforms.
Expand career exploration programs that create more hands-on learning opportunities for students and teachers.
Create an endowed position at a regional higher education institution dedicated to teaching computer science.
STRATEGY: Increase awareness of career opportunities in the region.
Develop educational materials about existing programs that can be shared among service providers and the populations they Create a program that showcases economic mobility success stories in the region.
Arm career counselors and teachers with tools to better educate students and parents about job opportunities in the region.