Younger and mid-career employees continue to job shop as wages increase. Retirement eligible employees are moving on to the next phase of their life (which doesn’t include working). Unemployment remains low, reducing the pool of eligible applicants. In short, it’s a hard labor market and public entities are increasingly seeing the need to think out of the box for staffing solutions and create intentional, long-range plans to meet staffing needs. In this session, Baker Tilly experts will share how we have seen client’s re-think position needs, who is doing the work and how to set-up your organization so vacancies hurt just a little less.

Learning objectives

• Pinpoint ways to become a more attractive employer to compete for executive level positions
• Reshape your thinking to how to get work done rather than who gets it done
• Develop a long-range workforce plan to build internal candidate pools