"Skills-based hiring can’t be about what we don’t do; it has to be about what we do instead.” At the recent 2024 InStride IMPACT event in Washington DC, BGI’s President Matt Sigelman, raised crucial questions: "How do we define, assess, and evaluate skills?" His insights underscored significant benefits: "Workers in degree-optional roles see a 25% wage increase—truly life-changing. Companies embracing these practices also experience a 20% increase in three-year retention." A special thanks to Instride's CEO Craig Maloney and fellow speakers Chike Aguh, Maria Anguiano, Jane Thier, Jill Buban, and James Kvaal for their brilliant insights and discussion. #IMPACT2024 #SkillsBasedHiring #FutureOfWork #careers #humanresources
About us
Situated at the intersection of learning and work, the Burning Glass Institute advances data-driven research and practice on the future of work and of workers. We work with educators, employers, and policymakers to develop solutions that build mobility, opportunity, and equity through skills. Today’s job market is being reshaped by unprecedented dynamism, with significant implication for our society. 30% of the average job’s skills have been replaced over the past decade, challenging higher education to keep up and threatening industry with the prospect of major talent disruption. How can companies and communities ensure that the workforce they have can be the workforce they need for the future? In this context, the Burning Glass Institute’s work is increasingly urgent. Industry suffers severe talent shortages even as workers remain stuck on a treadmill of low-wage employment. Companies struggle to attract diverse workers even as talent pools go underleveraged. Colleges and universities often fail to align their programs with labor market demand, leading to disappointing outcomes for graduates and poor returns on education and training investments for students and the public alike. Meanwhile, the sizeable opportunity and yawning need to support workers in acquiring new skills throughout their careers go unaddressed amidst declining higher education enrollments. The impact of these problems extends beyond individual employers or institutions. The inability to predict and build pipelines for future talent needs challenges the competitiveness of regions, sectors, and nations. Through our expertise in mining new datasets for actionable insight, the Burning Glass Institute’s research draws attention to pressing problems and frames the potential for new approaches. We also work to put innovative ideas into practice. Through project-based engagement, focused working groups, and data sharing collectives, we bring forward solutions that are high-impact and replicable.
- Website
-
https://burningglassinstitute.org/
External link for The Burning Glass Institute
- Industry
- Research
- Company size
- 2-10 employees
- Type
- Nonprofit
Employees at The Burning Glass Institute
Updates
-
🌟 Join us on June 11th at 10 am ET for an insightful virtual event on the intersection of digital and green skills driving a sustainable future! The Burning Glass Institute and IBM have released a groundbreaking report revealing how digital and green jobs are increasingly overlapping. This convergence is creating a demand for workers with digital skills in the green economy and those with core green skills across various sectors. We are excited to feature expert speakers including: Lydia Logan, VP of Global Education and Workforce Development at IBM Ramona Schindelheim, Editor-in-Chief at WorkingNation Stuart Andreason, Executive Director at Burning Glass Institute Matt Sigelman, President at Burning Glass Institute They will discuss how to build the essential skills needed for a sustainable future and how educators, training organizations, and learners can develop these skills to support the green economy. ✅ Don't miss out! Register now: https://lnkd.in/gk23AsM9 📔 Read the full report: https://lnkd.in/gYCng-6h #Sustainability #GreenSkills #DigitalTransformation #FutureOfWork #IBM #BurningGlassInstitute
-
The Burning Glass Institute reposted this
🚨 New Job Alert 🚨 We have a fantastic opportunity at The Burning Glass Institute for a Program Associate/Manager. In this role, you'll be a key player in our mission to shed light on the road to economic opportunity through research and analysis that leads to action. If you're someone who loves delving into labor market analysis, thrives on data-driven research, and enjoys contributing to impactful insights in the realm of work, we want to hear from you! Check out all the details and how to apply here: https://lnkd.in/ekQJKHRt
-
The Burning Glass Institute reposted this
📊 BGI is hiring for a Full-Time Data Scientist! As a Data Scientist at the Burning Glass Institute, you will play a crucial role in building our organization’s data infrastructure and using this to conduct data-intensive research to analyze the labor market. You will use your data engineering, NLP, and Python/R coding skills to build classification models to turn our job postings and worker profile data into a state-of-the-art proprietary data source. Additionally, you will have the opportunity to act as a lead Data Scientist in consulting projects for companies, universities, and workforce agencies and developing impactful industry research publications. You will work in a small team of data scientists and engineers but will also be in close collaboration with our economists. 💡 Check out all the details learn more about our application process for this job here: https://lnkd.in/gBYC3tW4 Please share this with your network!!
Data Scientist (Full Time) — The Burning Glass Institute
burningglassinstitute.org
-
📊 BGI is hiring for a Full-Time Data Scientist! As a Data Scientist at the Burning Glass Institute, you will play a crucial role in building our organization’s data infrastructure and using this to conduct data-intensive research to analyze the labor market. You will use your data engineering, NLP, and Python/R coding skills to build classification models to turn our job postings and worker profile data into a state-of-the-art proprietary data source. Additionally, you will have the opportunity to act as a lead Data Scientist in consulting projects for companies, universities, and workforce agencies and developing impactful industry research publications. You will work in a small team of data scientists and engineers but will also be in close collaboration with our economists. 💡 Check out all the details learn more about our application process for this job here: https://lnkd.in/gBYC3tW4 Please share this with your network!!
Data Scientist (Full Time) — The Burning Glass Institute
burningglassinstitute.org
-
🚨 New Job Alert 🚨 We have a fantastic opportunity at The Burning Glass Institute for a Program Associate/Manager. In this role, you'll be a key player in our mission to shed light on the road to economic opportunity through research and analysis that leads to action. If you're someone who loves delving into labor market analysis, thrives on data-driven research, and enjoys contributing to impactful insights in the realm of work, we want to hear from you! Check out all the details and how to apply here: https://lnkd.in/ekQJKHRt
Program Associate / Manager — The Burning Glass Institute
burningglassinstitute.org
-
💡 The logic behind skills-based hiring is solid, but execution remains a challenge. In a compelling new article in the Harvard Business Review, BGI President Matt Sigelman, BGI Economist Alex Martin, and our esteemed partner Joseph Fuller outline the critical steps needed to make skills-based hiring a reality. Discover six actionable strategies that companies and organizations can use to guide their managers in implementing this essential approach. 🔗 Read the full article here. https://lnkd.in/g5xQSVxn Join us in transforming hiring practices to unlock a broader, more diverse talent pool. Together, we can build a future where skills truly matter. #Management #HumanResources #Hiring #Skills #TheBurningGlassInstitute #skillbasedhiring #careers
Even as employers struggle to change their hiring patterns, skills-based hiring isn’t doomed to fail. In our article in Harvard Business Review, Joseph Fuller and I lay out six strategies to support hiring managers in making skills-based hiring a reality. The logic for skills-based hiring is unimpeachable and CEO’s have the best of intentions. Yet too few have backed up pledges with nuts-and-bolts support for hiring managers. Skills-based hiring has been framed more as what managers shouldn’t do—i.e. reflexively demand a college degree —rather than on what they should do instead. It’s an old story. Education reforms stumble on the realities of classroom teachers. Police reforms fall short when they don’t consider cops on the beat. So too with skills-based hiring. Executives can revamp hiring policies. But without changing the habits and preferences of thousands of hiring managers, little progress is likely. Here’s what you can do: 1. Celebrate successful skills-based hires to show hiring managers what is possible. Dell Technologies and Grainger bring attention to leaders who rose from the ranks without a degree - key to giving managers license to consider a wider swath of talent. 2. Reverse engineer success by identifying and replicating patterns across high-performing skills-based hires. Are there commonalities in prior work histories, training, or credentials or in the roles to which they were hired? Comcast analyzed its entire workforce to map the skills most critical to success in each role. 3. Define requirements and identify acceptable evidence beforehand. Walmart started by drawing up new job descriptions that define required specifically. Which skills are needed initially vs. which can be developed later? 4. Recognize that your work isn’t done at hire and redesign how you onboard and support new skills-based hires. Even though workers without degrees may have the right hard skills, they haven't necessarily developed the social capital that graduates have. Accenture has introduced supports to help new hires realize their potential. 5. Build experience with skills-based advancement before trying skills-based hiring. It's natural for managers to consider non-degreed hires too risky. But promoting from within changes the risk calculus as managers can assess an incumbent worker’s demonstrated capabilities directly. Through its skills-based hiring journey, Cisco helps workers continue progressing. 6. Acknowledge that many jobs do require a degree and recalibrate as needed. Consider how skills-based hiring leader IBM actually increased slightly the share of jobs requiring a BA after a massive cut. That’s not backsliding, it's being evidence-based. You can find our article on https://lnkd.in/e3TbcGtb. Thanks to my colleague Alex Martin at The Burning Glass Institute who co-authored with Joe and me our recent research on this topic. #management #humanresources #hiring #skills
What Companies Get Wrong About Skills-Based Hiring
hbr.org
-
In our new report with the University of Virginia Darden School of Business, The Burning Glass Institute uncovers a significant opportunity in the workforce: there are an estimated 10.1 million potential candidates for management roles, currently overlooked due to traditional degree requirements. These "hidden candidates" could not only fill critical gaps in leadership but also potentially increase their earnings by an average of $20,000 annually. This represents more than one in 20 American workers, indicating a substantial impact on economic mobility and career progression for individuals without formal degrees. Read more insights such as these in the full report titled "Managing Up" here: https://lnkd.in/gF3HvFkA A huge thank you to Anne Trumbore, Stuart Andreason, Ashley Williams, Scott C. Beardsley, and Matt Sigelman. #management #managementcareers #economicmobility #skillsbasedhiring #careers
Managing Up: Managing Education as a Ladder to Mobility — The Burning Glass Institute
burningglassinstitute.org
-
College pays off -- but the labor market is still difficult for many graduates. Many will be in jobs that don't require a degree after graduation. 🎓 BGI President Matt Sigelman recently spoke with The New York Times columnist Peter Coy to discuss the future prospects for the Class of 2024. 👩🎓 “I do believe that America benefits from having a highly educated workforce." Sigelman said, “Demand for talent is not fixed. The center of gravity of our economy is increasingly in the knowledge economy. Jobs follow talent.” While it's clear that in the short term, there may be more college graduates than available jobs, as highlighted in recent findings from The Burning Glass Institute and the Strada Education Foundation's Institute for the Future of Work's report, (view report: https://lnkd.in/e_FR3ddj ) the long-term advantages of a well-educated workforce are indisputable. In his 2023 report titled "Making the Bachelor’s Degree More Valuable," co-authored with Jeff Selingo (view report: https://lnkd.in/gmT-54eA), Matt Sigelman discusses how the value of a college degree still remains high. Despite short-term fluctuations, the bachelor’s degree consistently commands a significant wage premium—averaging 25 percent within a year of graduation, a trend that persisted over a 12-year study period. A special thanks to Stephen Moret, Heather McKay, Andrew Hanson, Carlo Salerno, Mels de Zeeuw, and Gad Levanon for their valuable contributions to advancing research on these crucial topics concerning the future of work. Read the full article here: https://lnkd.in/dMFVR9gp #colleges #economy #highereducation #jobs
Opinion | Class of 2024, It’s Not in Your Head: The Job Market Is Tough
https://www.nytimes.com
-
🎇 We are hiring a Full-Time Remote Data Scientist! Submit your resume and relevant work samples to [email protected] with the subject line "Data Scientist Application - [First Name] [Last Name]." We also ask that you fill out a brief questionnaire in place of a cover letter. Complete the questionnaire here: https://lnkd.in/ggZxumGn. View full job details at https://lnkd.in/gEPpiHvE Join our team and help us shape the future of work!