The Spirit of Madison is a Workforce Development Engine

The Challenge

Employment transfers, relocations, new job opportunities and moves necessitated by personal needs can affect anyone. The challenge of transitioning into an unfamiliar region coupled with the need to recreate social and professional networks has been felt by all who have made significant moves during their adult lives.

The challenges of transition are compounded for young professionals who have a unique experience when moving from a larger, more metropolitan city to a smaller city atmosphere such as the one found in Madison. While Madison is certainly growing in its capacity to address the needs of young professionals, through organizations such as MAGNET and others, it is still important to showcase the assets that the Madison area can provide to new employee residents during the recruitment process and through ongoing community relationship maintenance to ensure employee retention. The need to sell the region, in addition to selling the career opportunity being offered by your company, is tantamount in a successful recruiting and retention effort.

Encouraging a positive perception of the Madison area can mean the difference in attracting and retaining well-educated and highly qualified professionals for your company or not. With the competition for young professionals ever increasing our region must be welcoming to all potential leaders, especially those in the young professional demographic.

The Reality of the Situation

 According to Madison-based Next Generation Consulting, ““3 out of every 4 young people under the age of 28 first pick a place to live and then find a job.” Furthermore, according to a study conducted by Angelou Economics, a technology based economic development consultant group “Communities that lack the environment to support their young professionals are at a competitive disadvantage. A case in point: access to human capital drove computer maker Gateway Inc. to relocate its headquarters from North Sioux City, South Dakota to San Diego, California. To grow requires the very best and brightest executives and engineers, and few wanted to call South Dakota home. “

Nationally the competition for young professionals has been well documented. A recent New York Times article highlights the challenges of attracting young professionals in general. The article emphasizes the inevitable fact that, “By 2012, the work force will be losing more than two workers for every one it gains,” suggesting that the need to recruit and retain new employees is necessary.

The Solution

Our region and Madison in particular, must work to attract and retain talented professionals.

Henry Sanders @ September 12, 2007