The latest LinkedIn Workforce report highlights skills gaps in major U.S. cities. The monthly report looks at overall trends related to hiring, skills gaps, and migration, and then dives into localized trends in 20 of the largest metropolitan areas in the U.S.
The skills driving these shortages? In all three cities, the following skills were listed as in shortage: oral communication, business management, leadership, data science, social media, and digital literacy.
It’s not news that skills gaps create challenges for employers to match talent with skills they need. These findings highlight that it makes good business sense for employers to continue prioritizing learning and development to upskill their talent internally.
A CEO’s time is at a premium – in fact, a recent Harvard Business Review study found that CEOs work an average of 62.5 hours and attend 37 meetings per week. Fast Company provides nine tips on how successful CEOs stay consistently productive – here are some highlights:
While some companies recently participated in Take Our Kids to Work Day, other companies hosted their employees’ parents. LinkedIn launched the day widely in 2013 as “Bring In Your Parents Day,” and more than 150 companies invited more than 20,000 parents around the world into their offices on the day last year. Google had also rolled out its own “Take Your Parents To Work Day,” which it holds every other year.
The impetus in launching the program was to bridge the gap for parents who don’t exactly know what their kids do – a challenge that is more prevalent with new and emerging fields, the boom of digital content and social media, and creative job titles employers use today (read: social media guru and Chief Happiness Officer).
In fact, the year LinkedIn launched BIYP Day, its global survey data had found that 35% of parents said they don’t completely know what their child did for a living, but 59% wanted to know more.
Companies of all sizes that hold a BIYP day are doing it because it’s more about creating an opportunity for parents to see their kids in action, and experiencing the mutual benefits. For organizations interested in attracting and retaining top talent, they understand that the Millennial generation is one that is very connected to their parents, so winning them over is important.
Instead of a disconnect when talking about work, parents feel more qualified to talk about their kids’ professional lives, and say they can provide better advice with more context. Some parents also take practices they observe back to their own offices. One dad brought some of what he saw at the LinkedIn office back to his practice – like “easing up on the dress code and allowing group meditation.”
The day also provides validation for parents who have worked hard, or moved, or both, to create better lives for their families – and for their kids to say thank you.