This page contains a collection of resources for you to learn more about:

Learning About the Issue

Employability Skills Fast Facts

Jobs for the Future shares the interesting statistics for the skills needed in a job vs. the education typically requested by employers.  Are employers looking for inclusive ways to fill their skills gap or are they excluding qualified candidates? By Jobs For The Future / 1 pages


Liberal Arts at the Office

College for America addresses the skills gap head on. Point number 1: Employers and Educators “Hearing one another”.  Read about solutions and the different pathways to success. Academia can build the skills needed. By College for America / 18 Pages


The Skills Revolution

The Skills Revolution (2017)

This document summarizes findings from asking 18,000 employers in 43 countries across six industry sectors how they expect technology will impact their business in the next two years, and how they are ensuring their workforce has the right skills and is ready to adapt. By Manpower Group / 8 pages


The Business Case for Upskilling

The Business Case for Upskilling

This fact sheet makes the case that companies have a powerful stake in the skills of their frontline employees, and highlights one employer example that demonstrates the economic benefits of investing in worker skill building. By National Skills Coalition / 2 pages



Harnessing Revolution

Digital has already delivered a major blow to businesses slow to respond. There’s more to come. The very concept of work is being redefined as different generations enter and exit the workforce amidst a rapidly changing technological landscape. Responsive and responsible leaders must act to harness the power of the Fourth Industrial Revolution for long-term advantage and shareholder value. Mindful to put their people first, at the center of change. The new leadership imperative is clear: Create a future workforce now.



Workforce Planning Guide Accenture

Strategic Workforce Planning

Lower barriers to entry and the rise of ecosystems and integrated value chains are eroding organizational boundaries and spurring convergence. Automation, the need for digital skills, demographic shifts and globalization are upending labor supply and demand. The future is in flux.

Advances in talent analytics are finally allowing workforce planning to become as dynamic as this environment. Prescriptive analytics tools help organizations go beyond describing “what is happening now” or “what might happen in the future” to control “what should happen.”


Work-Based Learning Policy
For Out-Of-School Youth And Disadvantaged Adults

This National Skills Coalition Toolkit is for the benefit of state policymakers and other advocates to strengthen collaboration among employers, workforce investment boards and jobseekers, to meet middle skills training objectives.


Good Jobs That Pay Without a BA

Although the decline in the manufacturing economy eliminated many good jobs for high school graduates, there are still 30 million good jobs in the U.S. that pay well without a BA. These good jobs have median earnings of $55,000 and are changing from traditional blue-collar industries to skilled-services industries.


Source: Georgetown University Center on Education and the Workforce, Good Jobs That Pay without a BA, 2017.

The out-of-work are a diverse group and there is no one-size-fits-all solution

Lower barriers to entry and the rise of ecosystems and integrated value chains are eroding organizational boundaries and spurring convergence. Automation, the need for digital skills, demographic shifts and globalization are upending labor supply and demand. The future is in flux.

Advances in talent analytics are finally allowing workforce planning to become as dynamic as this environment. Prescriptive analytics tools help organizations go beyond describing “what is happening now” or “what might happen in the future” to control “what should happen.”


Taking Action

Ready To Work Organizational Readiness Chart

Use this 2-page PDF chart to assess your company’s recruiting level for attracting ready-to-work talent.


What Diverse Candidates Want

“Recruiting a diverse workforce is not a one-size-fits-all proposition.” This paper explores the preferences of diverse candidates, offers insights and provides a selection of practical recommendations that will yield results. By ManpowerGroup Solutions / 12 Pages


Upskilling America

The Aspen Institute partnered with Upskill America to research and develop a handbook and guidelines on training, re-training and retooling employees and candidates. Companies see the benefit of educating their employees but often have had poor outcomes and not seen the return on investment. Where do you start? What is the right financial investment? Is the program right for my company? Learn from the research and follow a step-by-step approach to aid in achieving your goals and Upskilling America.


Building Utah’s Workforce

Utah’s Career Pathways initiative is designed to strengthen the collaboration between industry, public and post-secondary education and economic/workforce development stakeholders in direct response to current and future talent demands of select industries. A key focus is on high-growth industries and occupations that are projected to add substantial numbers of new jobs to the economy and are being transformed by technology and innovation requiring new skill sets for workers. This guide can be helpful to any community addressing career pathways, education and community partnership and growth.


Hiring the Long-Term Unemployed

Know Who Long-Term Unemployed Jobseekers Are and Why Public Sector Organizations Should Hire Them

With their extensive backgrounds, these candidates are able to tap their experiences and professional networks to advance the objectives of the organization and contribute innovative solutions to new challenges. Published in HR News / 2 Pages


Maturity Really Does Work

Article reprinted with permission from REPUBLICAN-AMERICAN with input from Beverly M. Riddick, Executive Director of RTWBC

Senior Community Service Employment is a program run by the state Connecticut Department of Labor that trains applicants who meet its requirements in positions for employment in non-profits throughout the region – anything from food production in the city’s soup kitchen to administrative assistant work in the Department of Labor.


A Guide to Recruiting and Hiring the Long-Term Unemployed

This guide for employers provides an overview of LTU issues, tapping into this frequently overlooked talent pool, a Maturity Model of assessing your company, and a toolkit with resources for hiring the LTU. By Deloitte / 77 Pages



This blog post provides a quick overview of the LTU issue with statistics from a report by Payscale, mentions the White House initiative for getting the long-term unemployed back to work, and tips for accessing this talent pool. By Brightmove / 11.11.16


Hiring Veterans

Veterans: A Workforce to Be Reckoned With

During this webinar, experts from ManpowerGroup Solutions and T-Mobile discuss the how veterans can provide much-needed skills, veterans candidate preferences and talent acquisition strategies. 11.16.16


Best Practices for Hiring Veterans

Veteran skills and experience don’t always fit into a standard application. If and when veterans do apply, do you have a team that can understand the military language? Can you translate those achievements and place that veteran in the best position for their skill? You need a formal program to attract veterans, process their applications, interview them and help them transition into your civilian workforce. From PeopleScout

10 Steps on how to hire veterans

Recruiters Toolkit for Hiring Veterans

This toolkit guides HR professionals and business leaders in how to effectively source, assimilate and support all military-connected talent (veterans, guard, reservists and their supporting family members) in the work-place. It also describes how to assess an organization’s culture and resources related to military-connected employees, and how to develop initiatives that will best fulfill the organization’s needs. It may make sense for your organization to take the 10 steps that follow in the order presented. Or, you may take the steps in a different order if that makes more sense in your environment. You might even skip some steps if you already have certain things in place. Consider the steps as touch points for you to think about and act on and perhaps circle back to at various developmental stages in your program.


Hiring People With Disabilities

Fighting Stigmas, Advancing Opportunities

RespectAbility is a nonprofit, nonpartisan organization that understands we are a stronger community when we live up to our values – when we are welcoming, diverse, moral and respect one another. We work with entertainment, policy makers, educators, self-advocates, nonprofits, employers, faith-based organizations, philanthropists, journalists and online media to fight stigmas and advance opportunities for people with disabilities. Led by people with disabilities and those who love them, we know that people with disabilities and their families have the same hopes and dreams as everyone else, even if they face different challenges. We do not lobby; we educate. Our free tools and factual resources inform so people with disabilities can achieve the education, training, jobs, security and good health that everyone needs and deserves.


Disability-Employment-and-Inclusion — Your-Guide-to-Success

The Workplace Initiative helps companies recruit, hire, and retain the largest untapped labor pool in the country – people with disabilities. This site offers all the tools and resources your organization needs to embark on its inclusion journey. We’ll arm you with facts and case studies to show how disability inclusion drives business value. And our do-it-yourself guide will take you from “how” to “hired” in seven clear steps. By Workplace Initiative.


Born This Way

Businesses that hire people with disabilities turn social issues into business opportunities. Companies including Amazon, Starbucks, Pepsi and others have shown that employees with disabilities are loyal, successful and help them make more money. If we find the right jobs for the right people, it can and does increase the bottom line of companies. Born This Way published by shares tools, resources and the business case for including people with disabilities in your recruiting pool.


Hiring Opportunity Youth

Connecting Youth & Businesses

Connecting Youth and Businesses

This toolkit is part of a larger effort, driven by the White House Council for Community Solutions, that focuses on re-engaging opportunity youth. The toolkit was created to guide employers, step-by-step, on working with opportunity youth, with the goals of 1) helping youth find pathways that will lead to productive adulthoods; 2) creating benefits to the businesses that engage opportunity youth; and 3) improving community outcomes which can lead to decreasing the financial burden now experienced by the American taxpayer and the United States. 144 Pages



Investing In Entry Level Talent

When companies invest in the retention and advancement of their entry-level employees, they can improve business outcomes and ultimately contribute to a more economically vibrant and equitable society. This report outlines a range of practical strategies to improve entry-level retention that have worked for employers large and small. By FSG / 62 Pages



Toolkit: Creating Paths to Employment for Opportunity Youth

Across the country, partnerships between community-based organizations, employers, and other key stakeholders are forming to improve the life prospects of the 4.9 million opportunity youth who are disconnected from both education and work. This toolkit is designed to help these organizations put youth on a path to employment.



Toolkit: Building Registered Apprenticeship Programs

The Dept. of Labor offers a wealth of information for someone seeking to develop a registered apprenticeship. The toolkit provides information on exploring the possibilities, building partnerships, how to register and how to launch a successful apprenticeship program.




The skills gap in U.S. manufacturing 2015 and beyond

Deloitte Consulting LLP and the Manufacturing Institute examine the nature and extent of the skills gap in manufacturing, the outlook over the next decade, as well as strategies for mitigating the impact of the gap. / 32 Pages



Join Our Advisory Board

Be a thought leader who develops hiring best practices targeted at ready to work talent.


Tax-deductible donations made payable to Rockefeller Philanthropy Advisors,
6 W. 48th Street, New York, NY  10036.
Please reference RTWBC