Podcasts about burning glass institute

The Fed has been able to dismiss the economic risks from deteriorating sentiment by emphasizing the steady unemployment rate and decent job growth over the last seven months. The labor market's surprising resilience over the last few years will now be tested by tariff-induced production changes, federal workforce layoffs, cuts to federal spending, and tighter immigration enforcement. In this episode, we talk with Guy Berger, Director of Economic Research at the Burning Glass Institute, about the risks from a low-churn labor market, how employers are shifting hiring plans amidst new federal policies, and whether the labor market can smoothly adjust to coming policy shocks.

Three key changes are impacting today's labor market: a changing workforce composition, evolving attitudes toward work, and new tools and technologies to empower employees and candidates. HR leaders must understand the implications of these changes as they set talent strategies and build out capabilities for their organizations. Gad Levanon, chief economist of the Burning Glass Institute, joins the Talent Angle to discuss evolving dynamics in the labor market and offer practical recommendations to HR leaders. He explains how organizations must pull a variety of levers, from technology to rewards and learning programs, at the same time to gain an edge in the talent market.   Gad Levanon is chief economist of the Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine program. His research focuses on trends in U.S. and global labor markets, the U.S. economy, and their impact on employers. Before The Conference Board, he worked at the Bank of Israel​. He received his doctorate in economics from Princeton University, and he holds undergraduate and master's degrees from Tel Aviv University.   Dion Love is a vice president of research and advisory services at Gartner. He's a labor market expert, focusing on global labor market trends and what they mean for organizations' talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.    

What happens when AI, immigration policy, and economic trends collide? The job market gets weird—fast. In this must-listen episode of Geeks, Geezers, and Googlization, renowned labor market expert Gad Levanon joins Ira Wolfe to dissect the current state and future trajectory of work. Forget boring forecasts—this is a raw, eye-opening exploration of what's really happening. Here's what's on the table: -AI's Growing Grip on Jobs – From coding to manual labor, AI is transforming tasks faster than anyone expected. What does that mean for your future career? -How Weird Will It Get? – The job market is shifting under our feet, with immigration trends and tech advancements reshaping labor supply and demand. Buckle up. -The Skills Gap is Real – With nearly half of jobs requiring new skills, the question isn't whether you'll need to adapt—it's how fast. -Immigration and Workforce Planning – Gad and Ira cut through the noise to focus on the practical impacts of immigration policy changes on hiring and workforce strategies. -Remote Work vs. Office Showdown – The return-to-office debate rages on. How are companies balancing flexibility, productivity, and talent retention? Get ahead of the trends and learn how to adapt, grow, and stay relevant in the ever-evolving world of work with labor market expert Gad Levanon and global future of work thought leader Ira S Wolfe. Hit play now! About Gad Levanon: Gad Levanon is a frequent guest and is back again today to help us make sense of the job and labor markets. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute. Gad is the Chief Economist of The Burning Glass Institute, where he dissects and predicts the future of work like a seasoned time traveler. You've probably read his work in Forbes, seen him quoted in national media, or hopefully subscribe to his Labor Matters newsletter on Linkedin.   

From traditional interviews to AI-powered resume screenings, the landscape of hiring tools is evolving rapidly. We examined the most effective tools available for both job seekers and employers, including skills-based assessments and AI-driven technologies. Get a sneak peek at what's on the horizon for recruiters and job hunters and discover which tools are worth your time and investment.    In this Episode: Nicolas Kruegar, Ryan Ruffaner, Lee Crowson, Imani Nakyanzi   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References Arnold, A., Sender, A., Fulmer, I., & Allen, D. (2024). Variable Pay Transparency in Organizations: When are Organizations More Likely to Open Up About Pay? Compensation & Benefits Review, 56(1), 16-36.  https://doi.org/10.1177/08863687231200802   Gonzalez Ehlinger, E., & Stephany, F. (2024). Skills or degree? The rise of skill-based hiring for AI and green jobs. The Rise of Skill-Based Hiring for AI and Green Jobs (February 25, 2024).   Peterson, E. K., Douglas, D., & Van Noy, M. (2024). The Growth of Skills-Based Hiring: An Exploration of Evidence from Six States.   Sigelman, M., Fuller, J., & Martin, A. (2024). Skills-based hiring: The long road from pronouncements to practice. Published by Burning Glass Institute.   Wilhelmy, A., Truxillo, D. M., & Funk, F. (2022). Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics. International Journal of Selection and Assessment, 30(3), 311-329.

Expert guests joined the Gartner Talent Angle throughout 2024 to discuss shifts in the labor market. Economist and labor market expert Gad Levanon shares how HR leaders can capitalize on changes in the talent landscape to give their organizations an edge. Professor Joseph Fuller then offers findings from his latest research on skills-based hiring, offering practical guidance to help organizations broaden the aperture of their talent pools. Gad Levanon is chief economist of the Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine program. His research focuses on trends in U.S. and global labor markets, the U.S. economy, and their impact on employers. Before The Conference Board, he worked at the Bank of Israel​. He received his doctorate in economics from Princeton University, and he holds undergraduate and master's degrees from Tel Aviv University.   Joseph Fuller is a professor of management practice in general management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. He founded the consulting firm Monitor Group, now Monitor Deloitte, and has worked with senior executives and policymakers on a wide variety of issues related to corporate strategy and national competitiveness.    

In this episode of the Top of Mind podcast, Mike Simonsen sits down with Guy Berger, Director of Economic Research at the Burning Glass Institute, to talk about “The Great Stay”: how the lack of mobility in an otherwise strong labor market is impacting the housing market About Guy Berger Guy Berger is a macroeconomist with expertise in US labor markets, and currently serves as the Director of Economic Research at the Burning Glass Institute. He was previously the Principal Economist at LinkedIn, and has also worked as an economist at Bank of America and the Royal Bank of Scotland. His work includes the creation of novel economic indicators, the development of models linking the macroeconomy to business performance, and the design of economic reports. His commentary has been featured frequently in the media, including the New York Times, Wall Street Journal, Washington Post, CNBC, Bloomberg, Yahoo! Finance and Axios. Guy holds a doctorate in economics from Yale University. Here's a glimpse of what you'll learn:  What is “The Great Stay” economy with the labor market and housing? Why stagnation in jobs means fewer home sales and why fewer home sales means fewer job openings How companies are hoarding labor like Americans are hoarding real estate When will this Great Stay era end? How the labor market will change with reduced immigration and which sectors will be hit the hardest Will the Fed pivot in 2025 to growing employment or will we still be fighting inflation? The most important demographic trends to consider in the next few years Outlook for the future of jobs in America with big trends like AI and remote work Resources mentioned in this episode: The Burning Glass Institute Guy Berger | LinkedIn Mike Simonsen on LinkedIn Altos Research Featuring Mike Simonsen, President of Altos Research A true data geek, Mike founded Altos Research in 2006 to bring data and insight on the U.S. housing market to those who need it most. The company now serves the largest Wall Street investment firms, banks, and tens of thousands of real estate professionals around the country. Mike's insights on the market have been featured in Forbes, New York Times, Bloomberg, Dallas Morning News, Seattle PI, and many other national media outlets. Follow us on Twitter for more data analysis and insights: Altos on Twitter Mike on Twitter About Altos Research The Top of Mind Podcast is produced by Altos Research. Each week, Altos tracks every home for sale in the country - all the pricing, and all the changes in pricing - and synthesizes those analytics to make them available before becoming visible through traditional channels. Schedule a demo to see Altos in action. You can also get a copy of our free eBook: How To Use Market Data to Build Your Real Estate Business. The Top of Mind podcast features top real estate industry insiders and experts to unpack the most important housing, real estate, mortgage data and trends that are shaping the housing market. Hosted by Altos founder Mike Simonsen and produced by the HousingWire Content Studio.

Stuart Andreason is the Executive Director of Programs at the Burning Glass Institute where he leads efforts in research and engagement on workforce innovation, higher education, and economic mobility. Through his personal experience and his work in skills-based hiring, we look at vocation in career, skills signals, and role of technology in the hiring process.Mentioned in the episode: Burning Glass InstituteSkills-Based Hiring: The Long Road from Pronouncements to PracticeHow Advanced Data Systems Can Do More to Drive Economic Mobility

In this episode of the Work in Progress podcast, we begin a three-part series examining the manufacturing comeback in the United States, the resulting surge in job creation, and the types of skills workers need to get those jobs. In the series, we explore how the nation's employers are finding, training, and retraining the talent to fill as many as 3.8 million jobs over the next eight years. Manufacturers say they are already having trouble filling those jobs. Episode One of The Manufacturing Comeback focuses on how large employers are addressing the shortage of skilled talent. Building a Talent Pipeline I recently traveled to Minneapolis to attend The Manufacturing Institute's Workforce Summit 2025. There I spoke with Mark Rayfield, CEO of Saint-Gobain North America and CertainTeed, and with Paul Myles, senior manager of Government Workforce Development and Training Programs at Magna International. In the podcast, Rayfield and Myles discuss how while the demand for manufacturing jobs in America is surging, finding skilled talent to fill these roles is a growing challenge. Unlike manufacturing jobs of the past, these jobs are often tech-focused. That means manufacturing employers are competing with other industries that are also looking for a tech-skilled workforce. We discuss innovative recruitment methods, effective partnerships with educational institutions, and creating career pathways for people from all backgrounds. Behind the Manufacturing Resurgence The recent surge of manufacturing construction and hiring is being fueled by the infusion of federal funding through the Infrastructure Investment and Jobs Act enacted in 2021, the CHIPS and Science Act enacted in 2022, and private funding. To better understand how the manufacturing comeback is reshaping the workforce, I speak with Gardner Carrick, chief program officer for The Manufacturing Institute, which is helping employers figure out how to build a strong talent pipeline. Also joining this part of the conversation is Yustina Saleh, managing director of Workforce Innovation for The Burning Glass Institute. Importantly, we look at the ebbs and flows of manufacturing hiring and how jobs have changed over the past several decades. We also examine why it has become more difficult to find workers interested in manufacturing careers, despite the fact that they are often good-paying jobs. You can listen to the entire conversation here, or wherever you get your podcasts. You can also find our podcasts on the Work in Progress YouTube channel. The Manufacturing Comeback This three-part podcast series is a robust conversation about an industry that is once again looking for workers. Next week, in Episode Two, we turn our attention to how smaller manufacturers are attempting to find and train new workers. This series is made possible through support from The Manufacturing Institute. As a nonprofit journalism organization, WorkingNation partners and collaborates with outside organizations to make possible our mission of telling stories about solutions to today's workforce issues. All editorial decisions on this series were made independently of our supporter. Episode 339: The Manufacturing Comeback: How Large Employers are Sourcing TalentHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

As the job market evolves at lightning speed, the conversation around skills, degrees, and higher education's role in preparing college students with both - has never been more critical. In this episode, Matt Sigelman, President of the Burning Glass Institute, explains degree inflation—the trend of requiring college degrees for jobs that previously didn't need them. He explores why, despite the buzz, only a small fraction of employers have moved toward skills-based hiring instead. Sigelman also shares insights into how real-time skills data can provide a clearer understanding of the job market and the need for a blend of foundational and technical skills to achieve economic mobility. We explore the rise of what Matt calls "power skills" in the age of generative AI, and why it's crucial to align education with these new realities to ensure workers and students are prepared for the future. Discover how skills are reshaping talent acquisition and what it means for the future of work.  

While tech is the fastest-growing sector in the US and the world, it mostly skipped the Midwest. But the shift didn't just impact jobs but educational attainment and politics too. This episode explores the fascinating junction of Main Street and Wall Street where we bring together insights from Gad Levanon, Chief Economist at Burning Glass Institute, along with our esteemed co-hosts, Ira S Wolfe, Mat Van Alystyne, and John Aidan Byrne. We delve into the perplexing political realignment in the Midwest, the likelihood of a recession, the influence of AI on traditional jobs, concerns about public debt, and even the future of democracy. Episode Highlights: The Midwestern Struggle: The decline in manufacturing has hit the Midwest hardest, undercutting economic stability and leading to a political shift towards the Republican Party. Gad's research highlights a dramatic drop in educational attainment, population, and economic development in the region. This decline has contributed to the shifting voter preferences we see today. It's a complex story with no straightforward solution, but localized efforts and proactive leadership might offer glimmers of hope. Recession Talks: Premature or Impending? Gad maintains a cautiously optimistic outlook despite fears of an impending recession. While economic indicators show some negative trends, he believes that a recession requires a clear shock, which he hasn't seen yet. Mat Van Alystne adds that recessions often come as surprises, challenging us to stay prepared and vigilant. Tech and the Workforce: Winners and Losers Our discussion brought light to the tectonic shifts in the tech industry. AI and automation are transforming job landscapes, creating winners (owners, executives) and losers (rank-and-file programmers). These changes remind us that adaptability is not just a buzzword; it's a necessity. Public Debt: A Growing Concern Gad Levanon raises the alarm on the mounting public debt in the United States. Unlike personal debt, public debt lacks a clear connection to daily life, making it easier to spiral out of control. Both Gad and Mat criticize the lack of balanced budgets and fiscal responsibility. With a shift towards populism, the need for sustainable economic policies is more urgent than ever. We hope this episode equips you with the insights to navigate through the corner of Main Street & Wall Street. Stay tuned; we've lined up future episodes that promise to keep you on the edge of your seat! About the Speakers Mat Van Alstyne: Co-Founder and Managing Partner of Odeon Capital Group, a leading full-service boutique broker-dealer to institutional clients. Many of you know Mat from his commentary and outlook on the highly-rated Odeon Capital Conversations Podcast, John Aidan Byrne: Veteran Wall Street business journalist, editor, filmmaker, and successful podcast host of Odeon Capital Conversations and Dig Life Deep! John/s newest ventures are two movie projects, one on the legendary life of a Wall Street CEO and scholar and the other on Norman Rockwell.   Special Guest: Gad Levanon is the Chief Economist of The Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute. His research focuses on trends in US and global labor markets, the US economy, and their impact on employers. He is a regular contributor to Forbes and also often contributes opinion pieces to other national media outlets. Additional Resources: Connect with Gad Levanon Gad's Newsletter referenced in the episode  Ready for a Soft Landing (Statista)

Guy Berger is someone I had the good fortune of overlapping with at Bank of America. Over the years, Guy has become my go-to resource for all questions on the labor market. After many years as the Principal Economist at LinkedIn, he is now the Director of Research at the Burning Glass Institute, a research outfit focusing on labor market trends.Here, we go through many of the hot topics on the labor market as it pertains to business/market economics: the gap between the Household and Establishment Survey, how important are revisions to the data, what's the impact of immigration on the employment data, and much more.We hope you enjoy our conversation.

In this episode of Work in Progress, I'm joined by Steven Lee, CEO of the SkillUp Coalition, a nonprofit that has already supported two million people looking for training and job pathways in in-demand careers. We discuss the first four years of the organization's work, and what is ahead this summer, including the launch of a new AI-powered tool. The SkillUp online platform is free. It offers both a curated selection of training programs that are low-cost, short-term, and offer industry-recognized credentials, and a job search tool that lists work in high-demand industries needing the skills you can learn through that training. Lee explains that SkillUp purposely targets people without college degrees and earning under $40,000 a year to ensure they have equal access to careers offering livable wages plus benefits. "Our mission is really to give them a leg up in their journey towards a skilled, high-quality job. We've tried to make it easy and simple for them to get the highest-quality information for them to make the right choice – whether that's the right career that someone should choose, whether that's the right training program from which they might get a credential to get that skill. "We select programs that are a combination of low-cost because sometimes folks don't have the financial resources, short-term because sometimes folks don't have the time, and as best as we can, some proxy of quality. From the hundreds of thousands of programs out there, we've selected down to a few thousands that we think are best-in-class." Lee says the organization's jobs tool only lists jobs that don't require a college degree. "The jobs have to pay living wage in their local community, based on the MIT Living Wage Calculator. They also have to be with companies that we've identified as being good at upskilling their workers," he explains. Lee describes the SkillUp platform as a "choose your own journey" platform, with the user picking the types of training and jobs that they want to explore on their own. In July, the nonprofit is rolling out a new tool – powered by AI – that it hopes will help the user discover even more career pathway options by "recommending" very specific programs to that individual. It's called CareerNavGPT and it was developed by SkillUp in partnership with Brighthive, AdeptID, and Burning Glass Institute. Listen to the podcast to learn more about how the CareerNavGPT tool will work. Lee and I also talk about the push toward skills-first hiring and whether employers are truly acting on the idea. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it on our Work in Progress YouTube channel. Episode 319: Steven Lee, CEO, SkillUp CoalitionHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

In this episode of Work in Progress, I'm joined by Steven Lee, CEO of the SkillUp Coalition, a nonprofit that has already supported two million people looking for training and job pathways in in-demand careers. We discuss the first four years of the organization's work, and what is ahead this summer, including the launch of a new AI-powered tool. The SkillUp online platform is free. It offers both a curated selection of training programs that are low-cost, short-term, and offer industry-recognized credentials, and a job search tool that lists work in high-demand industries needing the skills you can learn through that training. Lee explains that SkillUp purposely targets people without college degrees and earning under $40,000 a year to ensure they have equal access to careers offering livable wages plus benefits. "Our mission is really to give them a leg up in their journey towards a skilled, high-quality job. We've tried to make it easy and simple for them to get the highest-quality information for them to make the right choice – whether that's the right career that someone should choose, whether that's the right training program from which they might get a credential to get that skill. "We select programs that are a combination of low-cost because sometimes folks don't have the financial resources, short-term because sometimes folks don't have the time, and as best as we can, some proxy of quality. From the hundreds of thousands of programs out there, we've selected down to a few thousands that we think are best-in-class." Lee says the organization's jobs tool only lists jobs that don't require a college degree. "The jobs have to pay living wage in their local community, based on the MIT Living Wage Calculator. They also have to be with companies that we've identified as being good at upskilling their workers," he explains. Lee describes the SkillUp platform as a "choose your own journey" platform, with the user picking the types of training and jobs that they want to explore on their own. In July, the nonprofit is rolling out a new tool – powered by AI – that it hopes will help the user discover even more career pathway options by "recommending" very specific programs to that individual. It's called CareerNavGPT and it was developed by SkillUp in partnership with Brighthive, AdeptID, and Burning Glass Institute. Listen to the podcast to learn more about how the CareerNavGPT tool will work. Lee and I also talk about the push toward skills-first hiring and whether employers are truly acting on the idea. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it on our Work in Progress YouTube channel. Episode 319: Steven Lee, CEO, SkillUp CoalitionHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

Send Everyday AI and Jordan a text messageWill GenAI be an economic boom? Or cause economic doom? Or maybe something in between? Gad Levanon, Chief Economist at The Burning Glass Institute, joins us to discuss generative AI's impact on the U.S. labor market.Newsletter: Sign up for our free daily newsletterMore on this Episode: Episode PageJoin the discussion: Ask Jordan and Gad questions on GenAI and the U.S. labor marketRelated Episodes:Ep 258: Will AI Take Our Jobs? Our answer might surprise you.Ep 222: The Dispersion of AI Jobs Across the U.S. – Why it mattersUpcoming Episodes: Check out the upcoming Everyday AI Livestream lineupWebsite: YourEverydayAI.comEmail The Show: info@youreverydayai.comConnect with Jordan on LinkedInTopics Covered in This Episode:1. AI's current impact on jobs2. Generative AI and higher education3. Skills demand related to generative AI4. Future for workers and generative AI5. Generative AI and retirementTimestamps:01:30 Daily AI news04:15 About Gad and The Burning Glass Institute08:09 Automation and technology impacting labor market trends.12:13 Generative AI impact on job ads analyzed.17:27 Employers need specific AI skills for reskilling.21:28 Concern around AI skills and education needs.25:06 Generative AI benefits seen in future stock market.29:37 Generative AI skills essential for future success.Keywords:Generative AI, Gad Levanon, AI engines, chatbot infrastructure, computing power, cybersecurity, cloud computing, outsourcing, US colleges, universities, higher education, short-term credentials, computer-related fields, economic shock, stock market, US economy, baby boomers, retirement, layoffs, reskilling, future job market, knowledge worker, US workers, US companies, Blue collar jobs, white collar jobs, online job ads, tech companies, AI automation, Apple, Microsoft, Burning Glass Institute, worker productivity, workforce reduction, new jobs, technological shifts. Get more out of ChatGPT by learning our PPP method in this live, interactive and free training! Sign up now: https://youreverydayai.com/ppp-registration/

There are three key changes impacting today's labor market – a changing workforce composition, evolving attitudes towards work, and new tools and technologies to empower employees and candidates. HR leaders must understand the implications of these changes as they set talent strategies and build out capabilities for their organizations. Gad Levanon, Chief Economist of the Burning Glass Institute, joins the Talent Angle to discuss evolving dynamics in the labor market and offer practical recommendations to HR leaders. He explains how organizations must pull a variety of levers, from technology to rewards and learning programs, at the same time to gain an edge in the talent market. Gad Levanon is Chief Economist of The Burning Glass Institute. Previously, Gad was with The Conference Board where he was founder of the Labor Market Institute and led the Help Wanted OnLine© program. His research focuses on trends in US and global labor markets, the US economy, and their impact on employers. Prior to The Conference Board, he worked at the Israeli Central Bank. He received his PhD in economics from Princeton University and holds undergraduate and master's degrees from Tel Aviv University. Dion Love is a vice president of research and advisory services at Gartner. He's a labor market expert, focusing on global labor market trends and what they mean for organizations' talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.

Why are student protests booming around North America, including at McGill University in Montreal? (1:31) Guest: Robert Cohen, a professor of history and social studies in NYU's Steinhardt School of Culture, Education, and Human Development Remember Me As Human - the daughter of Eagles' guitarist Joe Walsh on navigating a world of fame (17:01) Guest: Lucy Walsh, actress and singer, daughter of Eagles' guitarist Joe Walsh The Oilers and the Jets find themselves on opposite playoff paths after eventful game 4 outings (32:42) Guest: Cam Moon, regular season play-by-play voice, Edmonton Oilers on 630 CHED and Oilers Plus Analyst, and Jim Toth, co-host of Jets at Noon and host of The Jim Toth Show on 680 CJOB How can cyberattacks shut down a large business like London Drugs? (44:29) Guest: Jamie Hari, Director of Cybersecurity and DNS, Canadian Internet Registration Authority Ontario cracks down on cell phones in school (52:18) Guest: Sachin Maharaj, assistant professor of Educational Leadership, Policy and Program Evaluation. University of Ottawa Canada needs a plan for the U.S., no matter who becomes president (1:06:45) Guest: Drew Fagan, Professor, Munk School of Global Affairs and Public Policy Employers are trying to move away from requiring university degrees, is it working? (1:26:14) Guest: Shrinidhi Rao, Chief of Staff, The Burning Glass Institute, Harvard Business School

Half of all graduates don't work in jobs that require a bachelor's degree. What can institutions do to best prepare their students for work? More than half of bachelor's degree holders are underemployed a year after graduation, and roughly four in 10 are still underemployed a full decade later. How worried should we be about those rates, and what can colleges and universities do to decrease them? That question was at the heart of “Talent Disrupted,” a recent report from Strada Education Foundation and the Burning Glass Institute, which adds important nuance to the larger discussion about post-college outcomes for graduates. In this episode, we dig into the report with two experts. Carlo Salerno is a managing director at the Burning Glass Institute and an author of the aforementioned report. Gary Daynes is founder and principal of Back Porch Consulting and a former professor and senior administrator at several private nonprofit colleges. They discuss what underemployment means and how serious a problem it is, the conditions that contribute to it, and what colleges and universities can do to shield their graduates from it. The Key is hosted by Inside Higher Ed Co-founder and Editor Doug Lederman. This episode is sponsored by the Strada Education Foundation.

Recorded live at SXSW EDU, this episode features three experts who are digging into AI's impacts on education and work: Riddhima Mishra, research director at Learning Collider; Edith Yang, senior associate at MDRC; and Debbie Wasden, senior vice president at the Burning Glass Institute. Paul Fain talks with the three panelists about research questions they're exploring, including how AI is reshaping jobs and what that means for educators. The conversation encompasses K-12, higher education, and the workforce, with a focus on how to ensure that lower-income learners aren't left behind. Subscribe to The Cusp wherever you get your podcasts. And check out Work Shift and The Job newsletter for agenda-free, sophisticated reporting on connections between education and work.

In this episode of Statehouse Spotlights, we share the weekly state actions highlights then dig into data science. Data science is an up-and-coming education policy area. If you're a policymaker listening to this episode and we do a good job of making the case for prioritizing and investing in it—you and your state could end up a pioneer when it comes to data science education policy. The fact is: American industry runs on data. And while data keeps growing exponentially, the number of people who can draw insights from that data to solve real world problems isn't keeping pace. Data scientists are in huge demand but more and more people are finding that skills in data collection, analysis and visualization are becoming critical to their careers. On this show, we share findings from a recent report by The Burning Glass Institute and our sister organization ExcelinEd that underscore the importance of K-12 data science education. Tune in as they provide insights into the state-level efforts in this area so far and which states are ripe for student-centered data science policy. Remember to join the conversation on social media. ExcelinEd in Action (@ExcelinAction) / X (twitter.com) ExcelinEd in Action (@excelinedinaction) • Instagram ExcelinEd in Action on Facebook Hosted on Acast. See acast.com/privacy for more information.

TOP NEWS | On today's Daily Signal Top News, we break down: The Supreme Court ruled unanimously on Monday that former President Donald Trump couldn't be removed from the 2024 primary ballot in Colorado. Jarrett's article: https://www.dailysignal.com/2024/03/04/breaking-supreme-court-rules-9-0-that-trump-cant-be-removed-from-colorado-ballot/Vice President Kamala Harris calls for ceasefire between Israel and HamasNikki Haley defeats former President Donald Trump in D.C. GOP primary on SundayA newly released poll from the Strada Institute for the Future of Work and the Burning Glass Institute provides some grim information about college graduates. Report: https://stradaeducation.org/report/talent-disrupted/Haiti's state of emergencyRelevant LinksListen to other podcasts from The Daily Signal: https://www.dailysignal.com/podcasts/Get daily conservative news you can trust from our Morning Bell newsletter: DailySignal.com/morningbellsubscription Listen to more Heritage podcasts: https://www.heritage.org/podcastsSign up for The Agenda newsletter — the lowdown on top issues conservatives need to know about each week: https://www.heritage.org/agenda Hosted on Acast. See acast.com/privacy for more information.

In this Nightside News Roundup, we were joined first by Dr. Stanley Adrisse, Prison Inmate Turned Endocrinologist, Scientist, Professor, Activist, and Author- Story of Overcoming Adversity – Inspiring Others to Turn Their Life Around.Then, Dr. Carlo Salerno, PhD, Research & Evaluation Expert with The Burning Glass Institute joined Dan to discuss why more than half of college graduates are working in jobs that don't require degrees.Melissa Deckman, CEO of the Public Religion Research Institute joined us to discuss how the importance of religion in the lives of Americans is shrinking / Just 16% of Americans surveyed said religion is the most important thing in their lives, according to the PRRI study, down from 20% a decade ago.

This week on TRF we cover: Hear what Serge did with a room of over 100 Recruiters at the Canadian Recruiters Networking Group. All good fun. Tim Sackett composes a hilarious list of HR's results of Dating at Work, there is always truth in jest.  Events March 11 Hiring Branch presents, Demystifying Ai and Skills Based Hiring Workshop; send us a DM if you are interested! June 6-9 TA Tech Conference in Washington, DC where we will be the MC's! In the News Big acquisitions going down this week, Workday acquires HiredScore and Deel acquires Zavvy.  Canada picks up the pace on post-graduation work permits offering Masters and PhD graduate 3 years to work and hopefully stay. Tip of the Week Saying NO is a good thing. Never leave candidates hanging, if they are not getting the job, we have a responsibility and professional courtesy to let them know. Recruiting Insights Harvard & Burning Glass Institute release their findings on the impact of removing degree requirements in job postings. We highlight their key findings.  Centralized vs Decentralized - the Global Candidate Experience Benchmark Report; we deep dive into what TA Teams from around the world are doing and how they are changing. 

This week on TRF we cover: Hear what Serge did with a room of over 100 Recruiters at the Canadian Recruiters Networking Group. All good fun. Tim Sackett composes a hilarious list of HR's results of Dating at Work, there is always truth in jest.  Events March 11 Hiring Branch presents, Demystifying Ai and Skills Based Hiring Workshop; send us a DM if you are interested! June 6-9 TA Tech Conference in Washington, DC where we will be the MC's! In the News Big acquisitions going down this week, Workday acquires HiredScore and Deel acquires Zavvy.  Canada picks up the pace on post-graduation work permits offering Masters and PhD graduate 3 years to work and hopefully stay. Tip of the Week Saying NO is a good thing. Never leave candidates hanging, if they are not getting the job, we have a responsibility and professional courtesy to let them know. Recruiting Insights Harvard & Burning Glass Institute release their findings on the impact of removing degree requirements in job postings. We highlight their key findings.  Centralized vs Decentralized - the Global Candidate Experience Benchmark Report; we deep dive into what TA Teams from around the world are doing and how they are changing. 

After tuning into this episode with the fascinating back-and-forth between Ira Wolfe, Gad Levanon, and Chris Borick, here are ten eye-opening takeaways about the future of work, AI, jobs, the economy and the 2024 election. The job market's super tight and there aren't enough new workers coming in – so, what's that going to mean for our paychecks and work life down the road?  AI is taking over jobs quicker than ever, and it's not just cashiers and assembly line workers feeling the heat—white-collar pros, watch out too!  The rise of AI could mean even folks with fancy degrees might find themselves struggling to keep up in the job market if they're not careful.  Everyone's trying to figure out how to deal with all the new AI tech stuff without causing a mess, especially in jobs and schools The job shifts that AI is causing could mix up who votes for whom, making for some unexpected political mash-ups.  The image of which political party is ‘for the people' and which is ‘for the elite' is getting a complete makeover, and that's changing game plans across battleground states like Pennsylvania. Depending on where you live, you might see the economy totally differently. Some places are booming, while others feel like they're on a never-ending downslide.  With all this AI-generated fake news, it's getting trickier to figure out what to believe, and that's a big deal for anyone trying to take the temperature of public opinion.  Even though the US economy looks like it's on fire with growth, it's not as simple as good news equals happy voters—there's a lot more going on beneath the surface.  The chat on the podcast drives home the point that we need to live the future on a swivel, being able to go with the flow, constantly learning new stuff, and not being constrained by the past. Resources: Institute of Public Opinion at Muhlenberg College: https://www.muhlenberg.edu/aboutus/polling/ Dr. Christopher Borick: https://www.muhlenberg.edu/academics/polisci/ourfacultystaff/christopherborick/ Burning Glass Institute: https://burningglassinstitute.com Gad Levanon: https://www.linkedin.com/in/gad-levanon-3b9b933/  

As the development and implementation of generative AI (GenAI) continues at a rapid pace, the universal question being asked is, “Will my job be replaced by GenAI?” In this episode of All Things Work, Gad Levanon, chief economist at the Burning Glass Institute, joins host Tony Lee to discuss topics including whether GenAI will replace jobs, its potential to transform work across industries, and how HR leaders can prepare for workforce changes.Episode transcriptMusic courtesy of bensound.Rate/review All Things Work on Apple Podcasts and Spotify.

In this episode of Work in Progress, I'm joined by Rajiv Chandrasekaran, a managing director of the Schultz Family Foundation, to talk about the American Opportunity Index, a joint project of the Schultz Family Foundation, Harvard Business School, and Burning Glass Institute that ranks companies on how they are driving economic mobility and career advancement for their workers. Whether you're looking for a job or already have one, how do you know if your employer is interested in helping you get ahead in your career and, importantly, if they are interested in promoting talent from within? For the past two years, the American Opportunity Index has been looking at those questions, measuring the career trajectories of nearly 5 million employees at close to 400 of the nation's largest companies, and examining how those employers hire, pay, and promote workers. "Do employers value their human talent? Do they create pathways for them to advance? And do they see their people as real assets that they can continue to build and grow their businesses with?" Chandrasekaran says there are some of the core questions that the Index set out to answer. "What is so unique about the Index is that it's not looking at what companies say they do. There are plenty of other folks out there that try to compile lists of what corporate inputs are. That's all well and fine, but we decided to look at what's actually happening to workers. "For many workers, particularly those in lower wage jobs, those in mid-skill jobs, the reason that many workers get ahead and others don't isn't really because of their work ethic or their intelligence or their gumption. It's because of the practices of their employer," says Chandrasekaran. The American Opportunity Index measures a company's success in creating career advancement and economic mobility for its workers through five key components: hiring, pay, promotion, parity, and culture. During the podcast, we discuss all five. Here is some of what Chandrasekaran had to say about one of them: hiring. "We look at two critical things in hiring. We look at first jobs. We look at the percentage of open roles at a company that are open to people with little or no experience. How inclusive is this employer? Are they creating opportunities for people to enter the workforce? "And then we look at something we call 'degree barriers.' We're looking at the degree to which a company really hires for skills versus degrees. You've got a lot of companies out there that say, 'We are embracing skills-based hiring. We removed degree requirements.' "That is a policy that's made from on high and is intended to be cascaded down. But in reality, you have hiring managers, when choosing among the slate of candidates, will often still default to the candidate that has the degree, even if the job doesn't require it. And so assessing companies based on their policies, yes, you can learn something from it, but what's so unique about the Index is that it's actually examining what's happening within the workforce in these large corporations." We go into great details about each of the five measures that were used to create the index and which companies are performing best when it comes to economic mobility and career advancement. Which of the nation's top companies made the Top 10? What are some of the companies with the best initiatives and programs when it comes to helping promote workers from within? And why are the best companies helping their workers prepare for careers and jobs with other employers? Chandrasekaran answers all those questions and much more. Learn more about the American Opportunity Index, and how employers and employees can use the information to their advantages, by listening to the podcast here, or wherever you get your podcasts. You can also find the conversation on our new Work in Progress YouTube channel. . Episode 304: Rajiv Chandrasekaran, managing partner,

In this episode of Work in Progress, I'm joined by Rajiv Chandrasekaran, a managing director of the Schultz Family Foundation, to talk about the American Opportunity Index, a joint project of the Schultz Family Foundation, Harvard Business School, and Burning Glass Institute that ranks companies on how they are driving economic mobility and career advancement for their workers. Whether you're looking for a job or already have one, how do you know if your employer is interested in helping you get ahead in your career and, importantly, if they are interested in promoting talent from within? For the past two years, the American Opportunity Index has been looking at those questions, measuring the career trajectories of nearly 5 million employees at close to 400 of the nation's largest companies, and examining how those employers hire, pay, and promote workers. "Do employers value their human talent? Do they create pathways for them to advance? And do they see their people as real assets that they can continue to build and grow their businesses with?" Chandrasekaran says there are some of the core questions that the Index set out to answer. "What is so unique about the Index is that it's not looking at what companies say they do. There are plenty of other folks out there that try to compile lists of what corporate inputs are. That's all well and fine, but we decided to look at what's actually happening to workers. "For many workers, particularly those in lower wage jobs, those in mid-skill jobs, the reason that many workers get ahead and others don't isn't really because of their work ethic or their intelligence or their gumption. It's because of the practices of their employer," says Chandrasekaran. The American Opportunity Index measures a company's success in creating career advancement and economic mobility for its workers through five key components: hiring, pay, promotion, parity, and culture. During the podcast, we discuss all five. Here is some of what Chandrasekaran had to say about one of them: hiring. "We look at two critical things in hiring. We look at first jobs. We look at the percentage of open roles at a company that are open to people with little or no experience. How inclusive is this employer? Are they creating opportunities for people to enter the workforce? "And then we look at something we call 'degree barriers.' We're looking at the degree to which a company really hires for skills versus degrees. You've got a lot of companies out there that say, 'We are embracing skills-based hiring. We removed degree requirements.' "That is a policy that's made from on high and is intended to be cascaded down. But in reality, you have hiring managers, when choosing among the slate of candidates, will often still default to the candidate that has the degree, even if the job doesn't require it. And so assessing companies based on their policies, yes, you can learn something from it, but what's so unique about the Index is that it's actually examining what's happening within the workforce in these large corporations." We go into great details about each of the five measures that were used to create the index and which companies are performing best when it comes to economic mobility and career advancement. Which of the nation's top companies made the Top 10? What are some of the companies with the best initiatives and programs when it comes to helping promote workers from within? And why are the best companies helping their workers prepare for careers and jobs with other employers? Chandrasekaran answers all those questions and much more. Learn more about the American Opportunity Index, and how employers and employees can use the information to their advantages, by listening to the podcast here, or wherever you get your podcasts. You can also find the conversation on our new Work in Progress YouTube channel. . Episode 304: Rajiv Chandrasekaran, managing partner,

In its second iteration, the corporate scorecard draws on a wider range of worker outcomes to rank Fortune 500 employers on how well they boost career prospects. The index is a collaboration of the HBS Managing the Future of Work Project, the Burning Glass Institute, and the Schultz Family Foundation. Matt Sigelman, president of the Burning Glass Institute, and Rajiv Chandrasekaran, managing director of the Schultz Family Foundation, join host Bill Kerr.

As the cost of higher education climbs, skills-based hiring has gained traction. It's a labor market trend in which employers hire based on applicants' skills, with the understanding that degrees are not the only way to acquire competencies.   Skills-based hiring has the potential to increase equity in the hiring process, providing avenues to socio-economic mobility for historically marginalized populations. However, there are also questions about whether the movement could demotivate students from pursuing two- or four-year degrees that may be more transferable to other jobs.   To learn more about skills-based hiring across education and workforce training domains, Leigh Parise talks with Matt Sigelman, President of the Burning Glass Institute, which studies economic and workforce trends.

In this episode of Work in Progress, I'm joined by Joseph Fuller, professor at Harvard Business School and co-head of the school's Managing the Future of Work Project, and Rajiv Chandrasekaran, head of strategy at the Schultz Family Foundation. Everybody benefits from an upwardly mobile workforce, So, how is corporate America doing when it comes to creating a culture of advancement for workers within their businesses, particularly those without a four-year college degree? That's the question at the heart of the American Opportunity Index (AOI), a dynamic analysis of the nation's top 250 biggest companies – and their investment in their employees and their careers – from Harvard Business School, Burning Glass Institute, and the Schultz Family Foundation. “American businesses are struggling to hire, grow and retain the workers they need to remain competitive. They lack visibility on how their workers advance and how their policies affect their employees' prospects. They are missing critical components of the big picture,” says Fuller, one of the authors of the report. He adds, “The Index assesses how effectively large corporations manage their human talent, identifies which companies are leading the way, and provides a framework for benchmarking progress." The Index focuses on worker outcomes and is based on the real-world experience of more than three million of their employees. AOI measures which companies are most likely to create opportunity for workers in roles open to non-college graduates across three criteria:  access (who is able to join the company),  wages (how well they are paid), and mobility (how far a worker will advance – either at that company or once they leave for another company). "Our objective is to get companies to ask 'Have we implemented policies that advance our workers prospects of growing with us? (Are we) creating an environment that creates opportunities for growth in all dimensions, growth in skills, growth in income potential, growth in promotability for their workforce? Are we tracking those metrics because you are what you track, you are what you measure? And are we pursuing best practice in light of what we can see other people are achieving?" adds Fuller. According to Chandrasekaran, the fundamental goal to give both employers and workers greater transparency into how workers can get ahead and how companies can most effectively use their human capital. "We believe that when workers can advance, when they can find upward mobility, they can achieve the pathways to continue to grow their careers, everybody benefits. It's not just the workers, but companies themselves. Turnover is reduced. Companies become more efficient. They can fill their talent needs more effectively from within," he adds. Chandrasekaran explains what the Index to "empower workers to make better decisions as to what positions to seek and what firms to prioritize in their job searches; recognize companies that are setting an example of how to create opportunity; and arm corporate executives and HR leaders alike with data they need to take meaningful action within their companies to boost the competitiveness of their workforce." The original American Opportunity Index was published last fall, identifying the 50 best firms across five different models of opportunity creation: the Best Workplaces to Advance Within, the Best Workplaces to Start From, the Best Workplaces to Stay and Thrive at One Company, the Best Workplaces to Advance Without a College Degree, and the Best Workplaces That Grow Their Own Talent. The highest-ranked companies overall include: AT&T, American Express, Cisco, PG&E, Microsoft, Fiserv, HF Sinclair, Liberty Mutual Insurance, International Paper, and Southwest Airlines. The 2023 American Opportunity Index will be released later this fall and Chandrasekaran says it will cover even more of the Fortune 500 and expand into several new categories of assessm...

In this episode of Work in Progress, I'm joined by Joseph Fuller, professor at Harvard Business School and co-head of the school's Managing the Future of Work Project, and Rajiv Chandrasekaran, head of strategy at the Schultz Family Foundation. Everybody benefits from an upwardly mobile workforce, So, how is corporate America doing when it comes to creating a culture of advancement for workers within their businesses, particularly those without a four-year college degree? That's the question at the heart of the American Opportunity Index (AOI), a dynamic analysis of the nation's top 250 biggest companies – and their investment in their employees and their careers – from Harvard Business School, Burning Glass Institute, and the Schultz Family Foundation. “American businesses are struggling to hire, grow and retain the workers they need to remain competitive. They lack visibility on how their workers advance and how their policies affect their employees' prospects. They are missing critical components of the big picture,” says Fuller, one of the authors of the report. He adds, “The Index assesses how effectively large corporations manage their human talent, identifies which companies are leading the way, and provides a framework for benchmarking progress." The Index focuses on worker outcomes and is based on the real-world experience of more than three million of their employees. AOI measures which companies are most likely to create opportunity for workers in roles open to non-college graduates across three criteria:  access (who is able to join the company),  wages (how well they are paid), and mobility (how far a worker will advance – either at that company or once they leave for another company). "Our objective is to get companies to ask 'Have we implemented policies that advance our workers prospects of growing with us? (Are we) creating an environment that creates opportunities for growth in all dimensions, growth in skills, growth in income potential, growth in promotability for their workforce? Are we tracking those metrics because you are what you track, you are what you measure? And are we pursuing best practice in light of what we can see other people are achieving?" adds Fuller. According to Chandrasekaran, the fundamental goal to give both employers and workers greater transparency into how workers can get ahead and how companies can most effectively use their human capital. "We believe that when workers can advance, when they can find upward mobility, they can achieve the pathways to continue to grow their careers, everybody benefits. It's not just the workers, but companies themselves. Turnover is reduced. Companies become more efficient. They can fill their talent needs more effectively from within," he adds. Chandrasekaran explains what the Index to "empower workers to make better decisions as to what positions to seek and what firms to prioritize in their job searches; recognize companies that are setting an example of how to create opportunity; and arm corporate executives and HR leaders alike with data they need to take meaningful action within their companies to boost the competitiveness of their workforce." The original American Opportunity Index was published last fall, identifying the 50 best firms across five different models of opportunity creation: the Best Workplaces to Advance Within, the Best Workplaces to Start From, the Best Workplaces to Stay and Thrive at One Company, the Best Workplaces to Advance Without a College Degree, and the Best Workplaces That Grow Their Own Talent. The highest-ranked companies overall include: AT&T, American Express, Cisco, PG&E, Microsoft, Fiserv, HF Sinclair, Liberty Mutual Insurance, International Paper, and Southwest Airlines. The 2023 American Opportunity Index will be released later this fall and Chandrasekaran says it will cover even more of the Fortune 500 and expand into several new categories of assessm...

It's YOUR time to #EdUp In this episode,  YOUR guest is Matt Sigelman, President of The Burning Glass Institute, YOUR guest cohost is ⁠Dr. Stephen Kosslyn, President of Active Learning Sciences, & Founder & Chief Academic Officer of Foundry College YOUR guest host is Dr. Michelle Cantu-Wilson, Owner of Vida Consulting for Higher Education & Trustee at San Jacinto College YOUR sponsor is Commencement: The Beginning of a New Era In Higher Education! Why does Matt believe we need to teach learners skills & capabilities? What is the American Opportunity Index? What does Matt see as the future of Higher Education? Listen in to #EdUp! Thank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp! Connect with YOUR EdUp Team - Elvin Freytes & Dr. Joe Sallustio ● Join YOUR EdUp community at The EdUp Experience! We make education YOUR business! --- Send in a voice message: https://podcasters.spotify.com/pod/show/edup/message

Matt Sigelman and Trena Minudri break down the 2023 Burning Glass Skills Compass Report. Yet, there is an unexpected twist - Matt and Trena found that no skill met all three criteria of value, endurance, and quick learning. What could this reveal about the importance of making informed choices and trade-offs?In this episode, you will be able to:Harness the power of data to pinpoint vital future workforce talents.Uncover the hidden potential of adaptive skills amidst ever-changing technologies.Master the art of continuous learning to hone efficient learning abilities.Embrace a growth mindset for seamless internal mobility and upskilling.Take charge of your career by emphasizing personal skill development.Matt Sigelman is a renowned expert in the field of labor market data and skills analysis, with a passion for unlocking new opportunities through understanding the evolving world of work. As the President of the Burning Glass Institute, Chairman of LightCast, and a visiting Fellow at the Harvard Kennedy School, Matt has dedicated his career to helping individuals and organizations navigate the complex landscape of skills in the modern economy. His groundbreaking research on real-time labor market data and his work with the 2023 Burning Glass Skills Compass Report has positioned him as an authority on talent development and the future of work.Trena Minudri is the VP of People Development and Chief Learning Officer at Coursera, a company that is leading companies, leaders, and people to rapidly and effectively prepare for the economic imperative of lifelong learning. Trena is a talent expert with deep experience driving business results in learning, leadership, talent analytics, culture change, and organizational effectiveness.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Connect with Matt and Trena:Matt SigelmanTrena Minudri Coursera2023 Skills Compass Report

In this episode of AUHSD Future Talks, Superintendent Matsuda interviews Matt Sigelman, President of the Burning Glass Institute. During the talk, Mr. Sigelman discusses the Burning Glass Institute, traditional pathways and opportunities, the disconnect between formal education and skills, artificial intelligence and the workforce, advice for education/educators, re-examining degrees, and appealing to all sides of the issue.Mr. Sigelman has dedicated his career to unlocking new avenues for mobility, opportunity, and equity through skills. Mr. Sigelman and his team created the field of real-time labor market data, a breakthrough innovation that has transformed the way that policy makers, researchers, employers, education institutions, and workers understand, plan for, and connect with the world of work.  By mining billions of job openings and career histories, Matt led Emsi Burning Glass to become a leading authority on the global market for talent, harnessing advanced AI and natural language processing to render data that provide unprecedented granularity on the changing landscape of opportunity for workers.  

“One of the things we've found is that the average U.S. job has seen 37% of its skills replaced in just the last five years,” says Matt Sigelman, one of the country's leading labor market experts. That blistering pace of change begs the question of how workers and employers are going to acquire new skills on a such a rapid and continuing basis. That's exactly the type of challenge Sigelman and his colleagues tackle at The Burning Glass Institute, a nonprofit research center that explores data for fresh insights and tools employers, workers, educators and policymakers can use to build mobility, opportunity and equity. One such tool is a brand-new Skills Compass developed with Coursera which enables multi-dimensional evaluation of the emerging skills that will yield the most value. But Sigelman cautions against focusing just on of-the-moment-skills in favor of a more balanced approach. “You need timely skills to get on the career ladder, but you're going to need timeless skills like critical thinking and collaboration to rise.” Join WorkforceRx host and Futuro Health CEO Van Ton-Quinlivan for a super informative scan of these and other key questions confronting the labor economy such as skills-based hiring, career mobility and the implications of increasingly powerful chat bots.

Are you ready for an absolute knock-out podcast exploring the future of remote work, technology, and people? Whether you're a remote work fan or an in-person on-site advocate, this podcast is for you!  As we all know, the pandemic has turned the world of work on its head. Remote work has become the new norm for millions of employees around the world, but not everyone agrees that it's the best thing since sliced bread. So, what does this shift mean for the future of work, recruitment, and retention of talent? And what on earth do team building and company culture look like in this Everywhere Workplace? Well, fear not, because we interviewed a superstar panel of experts to dive into the remote work revolution. We're talking about the trends, benefits, and challenges of remote and hybrid work, the impact of remote work on productivity and employee engagement, and the long-term implications of this revolution on the workplace. Our amazing panel includes Kate Lister, President of Global Workplace Analytics and an expert on remote work; Jeff Abbott, CEO of Ivanti, Inc. and cybersecurity and digital employee experience leader; and Gad Levanon, Chief Economist at Burning Glass Institute and a labor market expert. So hang out with us for a few minutes as we explore the fascinating world of "Revolutionizing the Workplace: The Remote Work Revolution." 

As President of Burning Glass Institute and former CEO of Emsi Burning Glass (now Lightcast), Matt Sigelman is a leading expert in real-time labor market information. This makes him particularly able to speak to workers preparing for an uncertain future with the skills required to rise in the modern economy. In this episode, Sigelman provides insight from his career in data and business, as well as findings from Burning Glass' new American Opportunity Index to give workers a realistic picture of what they can do to advance in their careers.Mentioned in the episodeMatt SigelmanPrinceton Microsoft Access Water cooler effectThe Social Workplace studyAmerican Opportunity IndexLightcastEmsi/Burning Glass merger Burning Glass Institute Technical vs. Non-cognitive skills German educational model Joe Fuller Harvard Business School

The 2023 labor market is top of mind for many executives and business owners as they contemplate the future of work and its impact on their ability to grow. But what happens when the labor markets, job markets, and Federal Reserve collide? Will we see a hiring slowdown or labor market showdown? How has the pandemic forever altered labor markets? What are the trends and potential solutions for coming out on top of a labor showdown? To answer these questions and more, we welcome back Gad Levanon, chief economist at Burning Glass Institute and founder of the Labor Market Institute at The Conference Board. 

In this episode of Work in Progress, Matt Sigelman, president of the Burning Glass Institute, joins me to discuss the how changing skills are disrupting the way we work, and what every job seeker and employer should do next. In a report released December 1, How Skills are Disrupting Work, the Burning Glass Institute looks at how fast-emerging skills are disrupting the labor market. "These four skills – AI / machine learning, cloud computing, product management, and social media – are now required in 1 in 8 job postings representing 5 million job openings just over the last year," according the the research. "What we were interested in looking at is the skills that are doing the most to disrupt work," Sigelman tells me. "These skills – by virtue of the fact that they're spreading so fast – are coming to be foundational." These skills are growing the fastest and spreading the widest, says Sigelman, and that has the potential to be disruptive. "Those sets of skills are where we see surging demand, where we predict continued surge in demand, and where we're seeing them spread across sectors, across geographies. Those are the sets of skills where we probably already don't have enough supply of talent and it's going to get worse. "That's where you wind up upending the apple cart. These sets of skills are coming to define a set of jobs. Those jobs are hard to fill and they're gonna get harder to fill." What does this mean for employers and workers? "These are skills that are spreading from Silicon Valley to Main Street. If you're an employer, this says you better be building that pipeline of talent, particularly if you're an employer in a industry where maybe you actually don't need this talent yet. They're moving from the tech industry to every industry. Coming soon to theater near you, right? You need to be developing that pipeline today." "F or workers, this is an opportunity to put yourself in the cat bird seat in your career to be able to say, okay, where is the market going? What are the sets of skills that offer me not only the greatest value, the greatest pay premiums, and so forth, but what are the skills that are most likely to move me up." Sigelman and I dive deeper into the skills that are becoming fundamental and foundational, discussing how each applies in today's job market. You can listen to the entire podcast here, or download it wherever you get your podcasts. Episode 253: Matt Sigelman, President, Burning Glass InstituteHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4.0Download the transcript for this podcast here.You can check out all the other podcasts at this link: Work in Progress podcasts

In this episode of Work in Progress, Matt Sigelman, president of the Burning Glass Institute, joins me to discuss the how changing skills are disrupting the way we work, and what every job seeker and employer should do next. In a report released December 1, How Skills are Disrupting Work, the Burning Glass Institute looks at how fast-emerging skills are disrupting the labor market. "These four skills – AI / machine learning, cloud computing, product management, and social media – are now required in 1 in 8 job postings representing 5 million job openings just over the last year," according the the research. "What we were interested in looking at is the skills that are doing the most to disrupt work," Sigelman tells me. "These skills – by virtue of the fact that they're spreading so fast – are coming to be foundational." These skills are growing the fastest and spreading the widest, says Sigelman, and that has the potential to be disruptive. "Those sets of skills are where we see surging demand, where we predict continued surge in demand, and where we're seeing them spread across sectors, across geographies. Those are the sets of skills where we probably already don't have enough supply of talent and it's going to get worse. "That's where you wind up upending the apple cart. These sets of skills are coming to define a set of jobs. Those jobs are hard to fill and they're gonna get harder to fill." What does this mean for employers and workers? "These are skills that are spreading from Silicon Valley to Main Street. If you're an employer, this says you better be building that pipeline of talent, particularly if you're an employer in a industry where maybe you actually don't need this talent yet. They're moving from the tech industry to every industry. Coming soon to theater near you, right? You need to be developing that pipeline today." "F or workers, this is an opportunity to put yourself in the cat bird seat in your career to be able to say, okay, where is the market going? What are the sets of skills that offer me not only the greatest value, the greatest pay premiums, and so forth, but what are the skills that are most likely to move me up." Sigelman and I dive deeper into the skills that are becoming fundamental and foundational, discussing how each applies in today's job market. You can listen to the entire podcast here, or download it wherever you get your podcasts. Episode 253: Matt Sigelman, President, Burning Glass InstituteHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4.0Download the transcript for this podcast here.You can check out all the other podcasts at this link: Work in Progress podcasts

A workplace think tank called the Burning Glass Institute has found that job postings that demand at least a bachelor's degree have fallen well below the 50% mark as companies large and small strive to fill open positions in an economy where available jobs outpace available workers by about two-to-one. Dave and Debbie discuss why this may be happening and if it will stick around. See omnystudio.com/listener for privacy information.

9:05 - 9:20 Cameras found taped under sink in U of U bathrooms-   We begin talking about the hidden cameras found taped inside bathrooms at the University of Utah. The U says a student found a covert camera taped under a bathroom sink and turned it in. Which led to a police search of other bathrooms where they found another hidden camera -- and tape in a 3rd bathroom where another camera may have been.  Greg Skordas, KSL Legal Analyst joins the show to discuss.. What if these secretly recorded videos weren't just contained to the hidden cameras?   9:50 -  Rail Strike could lead to "catastrophic effect" on ability to treat clean drinking water  The House passed a bill to avert a potential rail strike that could have devastated the nation's supply chain and delayed deliveries amid the holidays. The House also passed a separate bill to give seven paid sick days to rail workers with just three Republicans voting in favor. Jack Hedge, Former President of Utah Inland Port Authority joins the show to discuss what could come if a rail strike occurs and how clean drinking water may be affected. 10:05 - 10:20 - Priced out Inflation: How do you scale down Christmas? KSL Newsradio Reporter Adam Small joins the show with the latest information from the cameras found in a bathroom at the University of Utah. And then D2 goes right on the money! Amazon says it had its biggest Thanksgiving shopping weekend. It's across the board -- in stores, online an additional 17-million shoppers this year.  Is no one worried about inflation? You just can't say no to holiday traditions and overspending. We can't control ourselves when we see a deal.Dave is having this struggle right now in hishome. Lots of extra expenses this year and we're trying to figure out how we cutback for Christmas. Dave and Debbie discuss the family struggle of scaling down Christmas. Followed by listener calls.  10:35 - Confusion remains on details of University of Idaho Student Murders  Confusion deepens over whether any of the 4 University of Idaho students were targeted in fatal stabbings. Four students – Ethan Chapin, 20; Kaylee Goncalves, 21; Xana Kernodle, 20; and Madison Mogen, 21 – were found stabbed to death November 13 in an off-campus Moscow home, upending a town that hadn't recorded a single murder since 2015. Dave and Debbie discuss the latest information. 10:50 - No degree? No Problem. Employers are rethinking the need for college degrees  A workplace think tank called the Burning Glass Institute has found that job postings that demand at least a bachelor's degree have fallen well below the 50% mark as companies large and small strive to fill open positions in an economy where available jobs outpace available workers by about two-to-one. Dave and Debbie discuss why this may be happening and if it will stick around. 11:05 - Students react to cameras found in the University of Utah bathrooms  KSL Newsradio Reporter Adam Small brings the latest information and shares reaction from students.  11:20 - 11:35 - How to become a superager  Debbie wants to be a super agent when she grows up! There is a select group of individuals who have the brain of a 20-30 year old in their 80s! Jeremy Cunningham, Utah Alzheimers Association joins to discuss what we can do to increase our cognitive ability and what we know about a new alzhiemers drug making its way through the FDA.11:50 - Festival of Trees Festival of trees is back again! D2 is joined by a representative with the Festival of Trees to discuss what they have taking place this year. See omnystudio.com/listener for privacy information.

High on the list of what makes a good job is the opportunity to advance. How well do Fortune 250 firms deliver on this, particularly for non-college graduates? Co-creators of the American Opportunity Index, HBS Managing the Future of Work co-chair Joe Fuller and Burning Glass Institute president, Matt Sigelman, discuss the new employer scorecard.

The SEC's new rule mandating publicly-traded companies provide detailed disclosure about the financial impact of climate change on their business is in the home stretch. To help us figure it out, Aaron Frazier, Vice President of Public Policy for the National Restaurant Association, stops by the pod and lets us know the latest and greatest and what brands need to prepare for. And last week, the Schultz Family Foundation (founded by Starbucks CEO Howard Schultz) in partnership with Harvard Business School and the Burning Glass Institute launched the American Opportunity Index, a scorecard that ranks large companies by how well they create economic mobility for their workers. We'll discuss how the restaurant industry - “the industry of opportunity” - fared on the index. We'll discuss those issues and wrap it up with the legislative scorecard.

Esta semana en el podcast: las nuevas habilidades para tener exito en tu trabajo, y el poder económico de los latinos en Estados Unidos.Esta semana muchos países en Latinoamérica celebran su independencia, y en el episodio te vamos a platicar por qué la economía de Estados Unidos depende de los latinos, y no al revés.Y en la segunda entrega sobre los empleos del futuro, te traemos un estudio de The Burning Glass Institute sobre las nuevas habilidades que están pidiendo las empresas y cómo puedes aprovecharlas para tener éxito en tu trabajo o negocio! Antes de comenzar, te platicamos sobre algunos datos que quizá no sabias de la Reina Isabel, que en paz descanse, sobre el impacto de las criptomonedas en el medio ambiente, y sobre si vale la pena o no que te compres el nuevo iPhone 14!Puedes encontrarnos en todas las plataformas de podcasts, así como en redes sociales, estamos en Instagram, Facebook, Twitter y en nuestro sitio web en www.tacofinanciero.comEn televisión, también puedes encontrarnos todos los martes en el noticiero de Alejandra Oropeza, en Canal 13 Chiapas. Puedes verlo haciendo click AQUI.Support the show

Esta semana en el podcast: la pandemia y la forma en que ha cambiado nuestros trabajos.Esta semana iniciamos el primero de dos episodios sobre el empleo.En este primer episodio, te traemos los 6 grandes cambios que trajo la pandemia a nuestros empleos, de acuerdo con un reporte muy interesante del think tank The Burning Glass Institute.De estos 6 grandes cambios, 4 de ellos son para siempre, de acuerdo con este estudio, y en este episodio te platicamos cuales son y cómo pueden impactar a tu trabajo o a tu negocio, dependiendo del sector en el que trabajes.  Antes de comenzar, te platicamos sobre el más reciente reporte del mercado laboral en Estados Unidos, sobre las malas noticias para las empresas de marketing y sobre lo que se espera que hagan los gobiernos del mundo para combatir la inflación!Puedes encontrarnos en todas las plataformas de podcasts, así como en redes sociales, estamos en Instagram, Facebook, Twitter y en nuestro sitio web en www.tacofinanciero.comEn televisión, también puedes encontrarnos todos los martes en el noticiero de Alejandra Oropeza, en Canal 13 Chiapas. Puedes verlo haciendo click AQUI.Support the show

Friend of the podcast Matt Sigelman returns to give an update on the recent merger of Burning Glass and EMSi and his new role as President of the burning glass institute. Matt also shares the results of some of the institute's first research projects on, workplace mobility, global Talent shortages and Building equity and diversity. #MarketingRules Support for this podcast comes from Staffing Future For a free review of your current website visit www.staffingfuture.com/Rules and Liquid Palladium: https://liquidpalladium.com/ To connect with Matt: https://www.linkedin.com/in/mattsigelman/ More info on The Burning Glass Institute: https://www.burningglassinstitute.org/ Learn more about James and ThinkinCircles: https://thinkincircles.com/ https://www.themarketingrules.com/

It's no secret that data science jobs are on the rise; but data skills across the board are rising — leading to what today's guest calls “hybrid jobs.” This will require a paradigm shift in how we think about jobs and skills.   Today's guest, Matt Sigelman, President of The Burning Glass Institute & Chairman of Emsi Burning Glass, talks about the difficulties of connecting companies with top talent, the hybridization of many positions, and how to position yourself in the ever-changing market.  Join us as we discuss: The methodology of using data science on the labor market The demand for data skills & how they're evolving Blending skills to get ahead in the job market & the rise of subskills How educational institutions can prepare students for hybridization  Advice to the audience on how to structure their approach to skill acquisition  Find every episode of DataFramed on Apple, Spotify, and more. Find us on our website and join the conversation on LinkedIn. Listening on a desktop and can't see the links? Just search for DataFramed in your favorite podcast player.

“We are now experiencing two, once-in-a-century trends happening at the same time—the labor shortage is one and the shift to remote work is the other.” Gad Levanon, Chief Economist at the Burning Glass Institute, has won awards for accurately forecasting U.S. economic trends. What's his take on the shift to remote work? It's dramatically changing the labor and economic playing field. In this episode of Geeks, Geezers, Googlization, Gad joins hosts Ira Wolfe and Jason Cochran to break down the numbers behind the labor shortage and discuss ways businesses are adapting to keep filling job openings. Resources:  A Tale of Love and Darkness by Amos Oz  

Joseph Fuller is a Professor of Management Practice in General Management at Harvard Business School and co-leads the school's initiative, Managing the Future of Work. Together with his colleague Professor Bill Kerr, Joe co-hosts the podcast “Managing the Future of Work”. A 1981 graduate of the school, Joe was a founder and first employee of the global consulting firm, Monitor Group, now Monitor-Deloitte. He served as the Chief Executive Officer of its commercial consulting operations from 1994 to 2006 and remained a Senior Advisor until its acquisition by Deloitte in 2012. During his three decades in consulting, Fuller served clients in a wide variety of industries, especially those with a heavy reliance on technology. He has particularly deep experience in life sciences, ICT and the defense and aerospace industries. Most recently, Joe was appointed senior fellow at the newly launched The Burning Glass Institute.   How to find Joe on social media: LinkedIn: https://www.linkedin.com/in/josephbfuller/ Twitter: https://twitter.com/JosephBFuller   Websites: HBS - Managing the Future of Work:  https://www.hbs.edu/managing-the-future-of-work/Pages/default.aspx Harvard Kennedy School: https://www.hks.harvard.edu/ Podcast - Managing the Future of Work:  https://podcasts.apple.com/us/podcast/hbs-managing-the-future-of-work/id1395603706 The Burning Glass Institute: https://www.burningglassinstitute.org/   What we talked about: 3:18 Managing the Future of Work Project 7:27 Hidden Workers: Untapped Talent 14:15 Description of the different hidden worker categories 18:15 Recommendations of the report https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf 28:16 Social/ Soft Skills 35:10 Male professionals in female dominated industries 40:27 The Caring Company https://www.hbs.edu/managing-the-future-of-work/research/Pages/the-caring-company.aspx   If you would like to support the podcast: Ko-fi Account: Ko-fi.com/karintischler   How to connect with Karin Tischler, producer and podcast host of "Job Sharing and Beyond", and founder of Emily's Path Consulting (EPC): Website: https://emilyspath.ca/  LinkedIn:https://www.linkedin.com/in/karin-tischler/ Instagram:  https://www.instagram.com/jobsharingandbeyond/ Twitter: https://twitter.com/JobsharingByond Twitter: https://twitter.com/karin_tischler Instagram: https://www.instagram.com/karintischlerbc/ LinkedIn: https://www.linkedin.com/company/emilyspathca/?viewAsMember=true