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Allen County 2010 2002
Total Primary Jobs 44,600 46,791
Age 29 or Younger 23.8% 26.3%
Age 30 to 54 56.3% 59.1%
Age 55 or older 19.9% 14.6%
Wood County 2010 2002
Total Primary Jobs 50,054 47,140
Age 29 or Younger 24.3% 28.1%
Age 30 to 54 56.7% 58.9%
Age 55 or older 19.0% 12.9%
Hancock County 2010 2002
Total Primary Jobs 35,622 37,813
Age 29 or Younger 23.7% 26.2%
Age 30 to 54 57.7% 60.7%
Age 55 or older 18.6% 13.1%
Lucas County 2010 2002
Total Primary Jobs 184,854 212,483
Age 29 or Younger 23.9% 26.4%
Age 30 to 54 56.4% 59.9%
Age 55 or older 19.8% 13.7%
Williams County 2010 2002
Total Primary Jobs 13,640 15,924
Age 29 or Younger 19.8% 23.8%
Age 30 to 54 57.3% 59.3%
Age 55 or older 22.9% 16.9%
Sandusky County 2010 2002
Total Primary Jobs 23,638 26,395
Age 29 or Younger 20.4% 23.9%
Age 30 to 54 58.8% 61.9%
Age 55 or older 20.9% 14.2%
Source: Center for Regional Development, BGSU
The retirement deadline is fast looming
for the children born in the years following
World War ll, which means a large void of
skilled workers will soon need to be flled.
There were approximately 78 million people
born in the key years from 1946 to 1964.
2011 was the year that saw the oldest
of these baby boomers reaching the retire-
ment age of 65. The large size of this baby
boom generation means that the number of
senior citizens is likely to more than double
by 2050. This would bump the senior citi-
zen count from the current 40 million to al-
most 90 million.
Every day since 2011, and for the next 19
years, more than 10,000 baby boomers will
become senior citizens and reach the age of
65. Senior citizens make up a sizable chunk of
the population and will continue to increase
in numbers from the current 13% of the pop-
ulation to the projected 20% by 2050.
A study by the US Bureau of Labor Sta-
tistics (BLS) stated in 2012 there was a defcit
Projected shortage of skilled workers on the horizon
of around 3 million skilled workers in Amer-
ica. Predictions for 2020 say the number will
be 10 million in manufacturing industries.
The BLS also noted that between 2002
and 2012 the overall labor force grew by 12%.
The number of workers aged 55 and older will
increase 49.3%. There is a real possibility of
a shortage of young workers as the aged em-
ployees get ready for retirement.
The Society for Human Resource Man-
agement (SHRM) released a study that stated
how HR professionals indicate that, on aver-
age, nearly 20% of their companys workforce
is aged 55 or older. In the next 10 years, HR
professionals predict three out of 10 employ-
ees currently working for them to retire.
The hardest area of work to fll isn`t
the registered nurses or engineer positions.
Skilled manual trade work is the type of work
least likely to be flled by the current gener-
ation of college graduates, according to the
SHRM study.
The 2009 Manpower Talent Shortage
Survey also reported that the skilled manu-
al trades are among the hardest jobs in North
America to find workers for. These jobs
include occupations such as electricians, car-
penters, and welders.
Baby Boomer retirement leaves gap of skilled workers in many industries
30 TOLEDO BUSINESS JOURNAL MAY 2013 HUMAN RESOURCES
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experience with the most popular advanced systems and
technologies used in todays manufacturing and industry.
advanced
manufacturing
Two-thirds of organizations that are
hiring full-time workers noted they are
having a diffcult time recruiting for spe-
cifc job openings - a marked increase
from 2011, a new poll from the Society for
Human Resource Management (SHRM)
shows.
SHRM`s poll, The Ongoing Impact of
the Recession Recruiting and Skill Gaps,
is one in a series of survey reports measur-
ing the impact of the US and global reces-
sion that began in 2007.
Diffculty in flling specifc jobs varies
by industry. But overall, the most diffcult
positions to fll are highly skilled positions
such as scientists, engineers, high-skilled
technical positions (technicians and pro-
grammers), and high-skilled medical (nurs-
es, doctors, specialists). Sixty-six percent
of respondents reported diffculty in hiring
- an increase from 52% in 2011.
Attracting highly skilled candidates
in the felds of science, technology, engi-
neering, and mathematics presents a sig-
nifcant talent management challenge for
employers today. This is magnifed by the
ongoing recession during which compa-
nies shifted to technologies for effciency
and now require skilled professionals to
support those technologies, stated Alex-
ander Alonso, vice president for research
at SHRM.
Why are employers having diffcul-
ty? A lack of relevant qualifcations and
competition for talent, HR professionals
report. Almost one-half (48%) of organi-
zations stated that candidates don`t have
the right skills for the job, and 40% stat-
ed candidates dont have the right work
experience.
HR professionals continue to report
gaps in basic knowledge and skills in job
applicants. Critical thinking / problem
solving remains the top skill gap with 53%
of respondents saying that job applicants
typically lack that skill. It is followed by
professionalism / work ethic (46%), writ-
ten communication (41%), and leadership
(38%).
The most common gaps in basic knowl-
edge are writing in English (reported by
55% of respondents), mathematics (38%),
and reading comprehension (31%).
The research also explored technolo-
gy changes and what impact they have on
employee skills. Thirty percent of orga-
nizations stated they made major chang-
es in the use of technology that impacted
the work of employees in the last year, and
10% stated they planned to in the next 12
months. Of those respondents, 72% stated
these technological changes would require
new skills of employees, although not the
addition of new staff.
According to SHRM, the survey results
mean that employers and HR professionals
should consider the following:
HR professionals may need to con-
vince hiring managers that flling some jobs
will be more diffcult than expected. They
might need to create more effective com-
pensation packages for hard-to-fll jobs.
The exit from the workplace by re-
tiring Baby Boomers might create an
even bigger hiring challenge in the years
ahead.
Technological changes (robotics,
computerized systems, and software) may
reduce the number of full-time employees
for some employers. HR professionals will
need to take a lead role in driving increas-
es in productivity while making sure em-
ployees are not at risk of burnout.
HR professionals will need to work
with leaders in their organizations and ed-
ucators to invest in education and training
as a way to meet skills shortfalls.
The survey of more than 3,400 random-
ly selected HR professionals looked at eight
industries: construction, oil, mining and gas;
federal government; fnance; health; manu-
facturing; state and local government; pro-
fessional services; and high-tech.
Employers nding it difcult to recruit for highly skilled jobs
SHRM survey shows HR professionals indicate technology
changes are requiring new skills from employees
A study put out by the Boston Con-
sulting Group (BCG) states that the jobs
organizations most want to be flled are
mechanics and welders, and US man-
ufacturers could use approximate-
ly 80,000 to 100,000 addition skilled
workers.
According to numbers from the
Conference Board, job opening num-
bers have increased 38% since 2005. In
the last three years, the sharpest increase
in postings for skilled workers has ris-
en by 152%.
Not only is the skilled workers
shortage a national issue, the effects
and repercussions can be felt in a much
more regional way. There are a select
few states where the demand for skilled
workers is the greatest. These states in-
clude Ohio, Indiana, Texas, Michigan,
California, and Illinois, according to the
Conference Board.
According to a study conducted by
the Center for Law and Policy, a Wash-
ington policy research group, Ohio is
expected to have some level of diffcul-
ty fnding workers to fll new jobs dur-
ing the next decade.
The policy-research study also
projects that Ohio will be adding over
150,000 jobs that require a college ed-
ucation while creating only 29,000 jobs
requiring a high school diploma or less.
Worker shortage
...Continued from page 25