New campaign, initiatives help Penn State address future workforce needs

New campaign, initiatives help Penn State address future workforce needs

University Park, Pa. -- Travelers on Pennsylvania highways will be greeted by billboards that promote Penn State as a place of limitless opportunities. Search teams will better learn how to directly link hiring processes with strategic organizational needs, and current employees will see more direction when it comes to developing personalized career paths. These are just some of the new initiatives Penn State will launch as it aims to increase employee engagement while also addressing the challenges of a changing labor environment.

"Our goal is to become Pennsylvania's employer of choice," said Billie Willits, associate vice president for human resources. "This year the Penn State community will see an increase in innovative practices designed to help us attract, develop and retain a talented, competitive and diverse workforce."

Earlier this month the Office of Human Resources launched a multimedia recruitment campaign that positions Penn State as a workplace with limitless opportunities, both personally and professionally. A new recruitment Web site -- http://www.psu.jobs -- serves as the core component of the new campaign. Additional promotion via billboards, radio, newspapers and online advertising is designed to drive diverse audiences to the new Web site. The Office of Human Resources, in partnership with NAS Recruitment Communications and University Marketing, spent more than six months developing the new campaign.

Penn State's new promotional activity runs parallel with behind-the-scenes efforts designed to empower hiring managers and search teams with resources to identify the best individuals for each job opening. These efforts are backed by Hire Power, a training program that incorporates strategic organizational needs into the hiring process. Hire Power encourages search teams to proactively evaluate positions, engage in active recruitment processes and use behavior-based interview questions to identify the best individual for each job opening.

"Since launching Hire Power last year, we've already seen changes in the way search teams select candidates for job openings," said Susan Morse, Penn State's employment and compensation manager. A survey conducted last month indicated that 81 percent of Hire Power participants said the program was effective at helping them identify the best job applicants. The survey also revealed that 55 percent of search teams have modified their hiring approaches after completing the Hire Power training. Additional training sessions will continue to be offered via the Human Resource Development Center.

In addition to Hire Power, the Office of Human Resource continues to expand the Competencies for Job Classification program. The Competencies program focuses on five key skill sets: effective knowledge, accountability and self-management, teamwork and leadership, communication, and innovation and problem solving. By replacing the existing grade-based classification system, the Competencies program allows Penn State more flexibility during the recruitment process. The program, which was developed after input from Penn State employees, also features career profiles that allow for more direction in individual career growth. Exempt employees in four staff job families have successfully been transitioned to the Competencies program, with additional conversions planned for this year.

Penn State's new human resources initiatives all are designed to help the University address unprecedented changes in the labor market. Sixty-two percent of Penn State employees are members of the Baby Boom generation or its predecessors. The Baby Boomer retirement trend, combined with the rapid business growth in the Centre Region, is expected to create a severe talent shortage in the local labor market. Penn State's new campaign and initiatives are designed to be proactive solutions for building a workforce that can sustain external labor challenges.

Penn State's strategic goal to create a more inclusive, civil and diverse University learning community also is reflected in the new recruitment efforts. A new Diversity Talent Bank aims to enrich applicant pools by serving as a resource for job candidates from underrepresented groups. Penn State employment recruiters also are traveling to diversity-focused job fairs in cities such as Philadelphia, Pittsburgh and Newark, N.J., and inviting qualified individuals to participate in informational interviews and overnight visits at the University Park campus.

Once hired, individuals with diverse backgrounds are invited to participate in the new Multicultural Staff Support Center, which helps incoming employees adjust to their new lives in central Pennsylvania. "The Centre Region has a lot to offer multicultural individuals and their families. However, connecting with the right resources often is a challenge," said Steve Hayes, coordinator of outreach and special programs for the Office of Human Resources. "The new Multicultural Staff Support Center serves as a resource for new employees to learn about the many programs, services and events throughout central Pennsylvania."

Increasing engagement among existing employees also remains a priority for the University. This year Penn State is piloting Encore, a program designed to promote rewards and recognition for outstanding employees. PSU Connect, an online forum that allows employees to create affinity interest groups, also will launch in the coming months. The University also continues to experiment with additional ways for employees to maintain a better work/life balance. The Office of Human Resources continues to monitor and implement best practices in regards to telecommuting, job sharing and flexible work schedules.