Grads of Life is working with the National Network to facilitate the development of partnerships between employers in need of talent and workforce training providers, including non-profits and community colleges, who can help source and pre-train opportunity youth. Together, Grads of Life, the employer and the workforce training provider align around partnership goals, timelines and desired outcomes to pilot an opportunity youth solution that will meet the employer’s talent needs.

ENGAGING OPPORTUNITY YOUTH

A promising talent pipeline
  • 94% OF BUSINESS ROUNDTABLE CEOS REPORT HIRING DIFFICULTIES CAUSED BY THE SKILLS GAP

    READ MORE

    With the United States approaching full employment, companies have begun to engage in war for talent. A recent survey by Business Roundtable revealed that 94 percent of its member CEOs report hiring difficulties caused by the skills gap. This costs companies, as well as the entire economy.

  • 79 MILLION BABY BOOMERS PASS RETIREMENT AGE AND EXIT THE WORKFORCE

    READ MORE

    The need for new sources of talent will only grow over the coming years, as more of the country’s 79 million baby boomers pass retirement age and exit the workforce. Employers need workers with the right skills and competencies, but many remain unaware of how to access alternative talent pools that they may have missed with traditional hiring practices.

  • 6 MILLION YOUNG ADULTS AGES 16-24 WHO ARE OUT OF SCHOOL AND NOT ENGAGED IN STABLE EMPLOYMENT

    READ MORE

    Opportunity youth – the nearly 6 million young adults ages 16-24 who are out of school and not engaged in stable employment – offer employers a rich resource to help meet their talent needs. The National Network is partnering with Grads of Life, a national initiative that catalyzes market demand for opportunity youth by transforming employer perceptions and hiring practices.

Although opportunity youth may lack traditional credentials and the networks required to secure jobs with career advancement opportunities, they offer resilience and loyalty – and bring grit to their work. As a result, employers that bring opportunity youth into their talent pipeline report they are valued and productive employees delivering a range of business benefits to the company.

BUILDING THE BUSINESS CASE

The National Network and Grads of Life developed the below “Business Case Framework” to help employers think through the value of adopting strategies to access youth talent through partnerships with workforce training organizations.

Click on each category to see examples, best practices and positive stories from companies working with opportunity youth.

  • RECRUITING EFFICIENCY
    • Interview Costs & Pre-Screening
    • Trial Hiring Period from Internships & Apprenticeships
    • Skill Assessment
    More
  • ONBOARDING & TRAINING

    • Pre-Employment Training
    • Ongoing Immersive Training
    • Supervisor Support Post-Hire
    More
  • DIVERSITY

    • Access to Diverse Candidates
    • Employees Mirror Community & Customers
    • Productivity, Collaboration & Innovation
    More
  • RETENTION & EMPLOYEE PRODUCTIVITY

    • Direct Turnover Costs
    • Indirect Turnover Costs: Productivity & Longevity
    • Employee Engagement
    More
  • LABOR COSTS

    • Wages, Other Compensation & Benefits Differentials
    • Government Workforce Incentives
    More
  • GOODWILL & COMMUNITY BENEFITS

    • Value of Reputation & PR Opportunities
    • Reduced Tax Burdens
    • Reduced Social Costs
    More