Workflow Consulting LLC

07/24/2026

Manufacturing employers are not only competing against other manufacturers for talent.

They are competing against construction, logistics, energy, technology, and other industries for workers with transferable technical skills.

The National Association of Manufacturers examines why open manufacturing positions remain difficult to fill and why employers need stronger approaches to career awareness, training, development, and workforce attraction.

Our takeaway: Recruiting success depends on more than advertising an opening. Employers must clearly communicate why someone should choose a career with their organization and what that career can become.

Read the article:
https://nam.org/why-manufacturers-cant-fill-their-job-openings/

study cited by NPR found that “five years after completion, FAME graduates were earning nearly $98,000, compared to roughly $52,783 for non-FAME participants—a difference of more than $45,000 a year.” Read the whole thing: You can find the whole NPR article

07/23/2026

Demand for technology talent continues to create both opportunity and pressure for employers.

The U.S. Bureau of Labor Statistics outlook for computer and information technology occupations reinforces the importance of building stronger candidate pipelines before critical roles become urgent.

In competitive technical markets, speed matters. But role clarity, candidate quality, and a focused sourcing strategy matter even more.

Is your technical hiring process prepared for continued competition?

Review the employment outlook:
https://www.bls.gov/ooh/Computer-and-Information-Technology/

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07/22/2026

Construction employers may need to attract hundreds of thousands of additional workers just to keep pace with demand.

Associated Builders and Contractors estimates that the industry must attract approximately 349,000 new workers in 2026.

This is not simply an HR challenge. A limited labor supply can affect project capacity, scheduling, expansion decisions, and an organization’s ability to pursue new business.

Our takeaway: Contractors that build relationships with workers before positions become urgent will have an advantage over companies that begin every search from zero.

How early does your organization begin planning for future project staffing?

Read the analysis:
https://www.abc.org/News-Media/News-Releases/abc-construction-industry-must-attract-349000-workers-in-2026-despite-macroeconomic-headwinds

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07/21/2026

Construction firms are not only competing for projects. They are competing for the skilled people required to deliver them.

Research from the Associated General Contractors of America shows how persistent labor shortages are affecting project timelines, productivity, and overall business performance.

Better workforce planning, clearer hiring processes, and proactive candidate sourcing are becoming operational necessities.

How much business opportunity is being delayed because critical positions remain open?

Read the article:
https://www.agc.org/news/2025/08/28/construction-workforce-shortages-are-leading-cause-project-delays-immigration-enforcement-affects

92 Percent of Construction Firms Report Having a Hard Time Finding Workers to Hire, As 45 Percent of Firms Say Labor Shortages are Causing Project Delays, New Nationwide Industry Survey Finds

07/20/2026

What does it take to turn a nursing shortage into a sustainable workforce pipeline?

The American Hospital Association recently highlighted a partnership between Indiana University Health and Ivy Tech Community College that is expanding nursing education and creating stronger local pathways into healthcare careers.

This approach addresses a critical reality: Healthcare organizations cannot recruit their way out of every long-term workforce shortage.

Our takeaway: Partnerships with colleges, training providers, and community organizations can help employers build talent instead of continually competing over the same limited candidate pool.

Listen to the discussion:
https://www.aha.org/advancing-health-podcast/2026-04-20-fixing-nursing-shortage-local-talent-pipelines

In this conversation, Denzil Ross, president of Indiana University Health South Region, and Erik Coyne, chancellor of Ivy Tech Community College–Bloomington, discuss how the organizations' partnership is using philanthropic investment to broaden nursing education for aspiring nurses.

07/17/2026

Energy workforce demand is not evenly distributed across the country.

The U.S. Department of Energy’s 2025 Energy and Employment Report provides national, state, and county-level data across electric power generation, transmission, fuels, energy efficiency, and motor vehicles.

For employers, this data can help answer an important recruiting question: Are the workers you need actually available in the market where you are hiring?

Our takeaway: A strong energy recruiting strategy should account for location, available skills, compensation, competition, and future workforce demand.

Explore the report:
https://www.energy.gov/policy/2025-us-energy-employment-report-useer

The landing page for U.S. Energy & Employment Report (USEER).

07/17/2026

Slow hiring has a cost.

For a field-service company, an open technician role can mean missed jobs, overtime pressure, slower response times, and burned-out team members.

For a small business, the cost is not just the empty seat.

It is the work that does not get done while everyone else tries to cover the gap.

That is why hiring needs to be treated like an operating system, not a side task.

07/16/2026

The skills businesses need are changing faster than many hiring processes.

The World Economic Forum’s Future of Jobs Report provides a useful view of how technology, demographic change, and economic shifts are reshaping workforce demand.

Companies that define their future capabilities now can recruit, train, and develop talent before the skills gap becomes a business crisis.

What skill will become significantly more important in your organization over the next five years?

Read the report:
https://www.weforum.org/publications/the-future-of-jobs-report-2025/digest/

Learn how global trends like tech innovation and green transition will transform jobs, skills, and workforce strategies in The Future of Jobs Report 2025

07/15/2026

Why are mid-career engineers often the hardest professionals to recruit?

Engineering firms are competing for professionals who already have several years of specialized experience, but the traditional talent pipeline is not producing enough candidates to meet demand.

This article from the National Society of Professional Engineers examines how firms are expanding their recruiting strategies through re-entry programs, scholarships, flexible opportunities, and more inclusive approaches to identifying qualified talent.

Our takeaway: When the candidate market is limited, employers cannot rely on the same sourcing strategy and expect different results.

How is your organization reaching experienced engineers who may not be actively applying?

Read the article:

With architecture and engineering unemployment at just 2%, the civil engineering industry continues to face significant challenges in finding the right talent to deliver infrastructure projects. To address this challenge, CDM Smith continues to implement and refine creative and flexible solutions to...

07/15/2026

Role Rescue is for positions that have been open too long.

The goal is simple:

Take a stale opening and rebuild the hiring approach around clarity, sourcing, screening, and follow-up.

That can include:

1. Rewriting the job post
2. Identifying better candidate pools
3. Creating screening questions
4. Building a candidate tracker
5. Improving interview flow
6. Helping the business move faster once good candidates appear

For small businesses, hiring does not need to be complicated. But it does need a system.