6 Ways To Access Underutilized Talent In The Local Labor Market

As shown in the graphic below, 133,482 people made up the 2019 local labor force in Frederick County.   However, an additional 75,627 individuals over the age of 15 are not in the labor force and are not currently seeking employment for some reason.  

This is almost 1/3 of the total working-age population and represents a potential pool of underutilized labor.

2019 labor force breakdown.png

Nationwide, the labor force participation rate has continued to track lower than pre-recession rates.  In December 1999, the labor force participation rate was 67.1%, in December 2009 it fell to 64.6%;  and in 2019, while it rose gradually from its lowest point in September of 2019 at 63.2%, it remains lower than pre-recession years.  

(Reference:  https://www.bls.gov/charts/employment-situation/civilian-labor-force-participation-rate.htm)

This means that there is an entire sub-set of marginally attached people who may be interested in working,  but aren’t actively seeking employment at this time. 

Often, these are workers that tried to find work and eventually stopped looking, or those that may lack current skills to compete for work.  Even with greater demand for labor, marginally attached individuals may not have the resources to secure the job vacancies that employers want to fill. Other reasons include barriers such as family responsibilities, transportation problems, legal/background issues, disabilities, etc. Those who are under-employed (working part-time, but wanting full-time)  may be considered in this figure as well.    

Here are 6 tips for accessing underutilized talent:

  1. Ensure that you are promoting vacancies in multiple areas, including social media, and actively reaching out to individuals you might consider for employment.

  2. Provide entry-points for low-skilled workers to access career pathways and provide opportunities for training and development.

  3. Revisit job announcements and job descriptions and eliminate any unnecessary qualifications or hiring restrictions.

  4. Offer workplace flexibility so that workers can manage outside responsibilities.

  5. Visit opportunities to provide accommodations and hire individuals with disabilities.  There are a number of community resources available for support.

  6. Access English language learners or those that may have limited English proficiency and allow time for learning.

FCWS has additional information and resources to support businesses in building workforce solutions including training funds, resource information, and community partnerships to help bring more individuals into the labor force. 

For more information on Labor Force Participation statistics, visit: https://www.bls.gov/opub/mlr/2014/article/the-increased-supply-of-underutilized-labor-from-2006-to-2014.htm

Jessica Mills