It is high demand people want to buy the product.

We are in a moment of friction and transitional change.

It is painful, while in the moment.

The technology changes leads companies to be more productive and profitable and their hunger for technology , savvy and well- trained and available workforce is really high.

And keeping up is sufficient.

>> Is the great with nation still around?

The great reshuffling, is it still here?

>> Derives on a shorter time period to a new career.

They want experiments .

A change in their lifestyle and paycheck?

>> A lot of coming.

Because --.

Please stand by for realtime captions.

>> New jobs are coming to Central Ohio.

Now, we have to find the workers.

>> Welcome to this Columbus on the record special.

We will step off the treadmill of weekly news and politics and take a deep dive into the pressing issues.

Experts fear central Ohio faces a looming labor shortage.

Across the country and Ohio, businesses are having trouble finding workers.

Experts where Intel cans find people to work in their new factories.

Staffing and restaurants have gotten a little bit better.

The labor shortage may last years as baby boomers retire, millennial's and Gen Z have fewer kids, and policymakers limit immigration.

To help us look at the situation, we have a panel of experts who lived this situation every day.

Joining us is Rebecca Butler, Executive Vice President at Columbia state University College.

--, CEO and code is cofounder of color-coded labs.

And CEO of the development board of Central Ohio.

What is the situation right now?

Which companies are short workers, and which may be shedding too many workers?

>> Those companies with less work will still be the lower wage jobs.

Yes, restaurants have been finding workers , but that is still a pain point, and retail is still a huge pain point.

And I expect it'll continue into the future, as well as I don't know that we see shedding as much as major changes.

Just the other day, I had conversations regarding the insurance and financial companies.

They will be shedding certain kinds of workers.

Like other kinds of workers who are much more technology savvy.

And, many of the tasks they do will be replaced by technology.

You'll have a higher wage worker who knows how to operate that technology and those workers who are not using technology now will probably be shed.

>> Where is your placement office getting the most calls right now?

To the industry sector, we see a lot of demand in I.T.

and double-digit growth.

Computer programming, advanced technology in healthcare.

All of these industry sectors for us, we are seeing a lot of programs and certainly employers who need our students and central Ohio to be a part of the new economy.

>> Tech jobs are in demand.

But they are always changing.

>> That is true.

If you are a developer of talent today, some of it is good news.

High demand, people want to buy your product.

It is turning out talents.

We are in a moment of friction and transitional change.

It is painful, while in the moments, and the technology changes are what is leading companies to be more productive live and more profitable.

And their hunger, for technology savvy, well-trained and available workforce , is really high.

And keeping up with our issue.

>> Is the great's resignation still around?

Some people call it a great reshuffling.

Is it still here?

>> It is.

My organization is a boot camp.

career.

Attractive for those who are experimenting and looking for a sort of change.

We work with working adults.

Everybody who comes to us was doing something else.

We are picking up people from education and healthcare, hospitality and construction, law enforcement.

They want to experiment.

We must make this pathway available for them.

>> Are the coming to you because they lost their job in that field?

Or they want to change in their lifestyle and paycheck perhaps?

>> Different people have different reasons.

A lot are coming because they are dissatisfied.

They may have a good career similar but they wonder but their longevity and advancement potential.

They wonder if they should be further along.

Some of this is not really justified.

But it leads people to experiment and we have to be there with new skills to help them step into new roles.

>> Is this a new phenomenon?

We heard a lot about it during the pandemic.

People were locked down and had time for self reflection.

Or, is it something that comes and goes when people reassess their careers?

>> No, I would say this is Neil.

We are seeing many people coming to our Chubb center, people who were laid off from their jobs.

If they want to stay in that career, they're being reabsorbed pretty quickly.

We are seeing people who are also rethinking, as he said.

What is it I want to do?

Where can I go for the long haul?

Where can I sell my skills the best?

And how can I change?

So, this is not something we were saying before the pandemic.

We were not, not in large numbers, certainly.

>> Is this a generational thing?

You hear about millennial's.

They want work-life balance.

nose to the grind stone as much their parents perhaps.

Is that what is going on here?

>> For our students, and for us, we represent a microcosm of central Ohio.

What we are seeing are, like Doug and Lisa had said, people in central Ohio want to be part of an economically mobile career.

We see students of all ages, 17 and 18, taking advantage of dual credit and moving into an industry.

We see a resurgence in adults who were really thinking about how one might coming out of this pandemic and going to make a difference from my family?

And for the economy in central Ohio?

We are seeing a mix .

And it is really paying off in the key industry sectors for us.

>> You mentioned the service industry lacking employees.

The first thing you think of his pay.

Has Pei kept up with inflation?

Or something working in retail.

Has this increased over the past year or so ?

>> It increased in the larger chains with corporations.

The mom-and-pop restaurants, for example , or shops.

No, it is not.

They are already operating on a small margin.

That is always been the case with that kind of industry.

For those, like a Cameron Mitchell, or restaurant.

They are able to pay a better wage.

We are seeing restaurant starting to think about not doing tips.

Going the European way.

And just paying a wage that is close to lovable as close as they can get.

I think it is really interesting.

Interesting to see if it takes.

>> From a diners standpoints.

>> Talking about demographics.

And the baby boomers.

They are well into retirement portions of their lives.

Gen X is not that far behind.

Millennial's are not having as many kids.

That's a factor.

How's it playing out?

Is it still too late to tell?

>> I wonder what we're talking about anymore with retirement and entering the career fields.

We are talking to 17-year-olds can work and earn and supportive family.

They may not have children themselves.

Some are supporting parents or siblings.

We see people change careers even in a scary market multiple times, three or four times.

We see people have a different relationship the concept of retirement.

I'm seeing career changers at older ages.

I love all of that.

We are in a position as a society and economy to support a really different way of deploying talents.

I wonder if we really know what we're talking about anymore when it comes to age in generations.

>> If there is a labor shortage now, what will happen with Intel opening factories in New Albany?

Or Honda opening new battery plants south of Columbus?

What about those parts the contract other companies that also need workers?

We will be pushing workers from around these companies?

Like tech workers and advanced manufacturing?

Intel and back?

Is there still enough people for those jobs?

We have been poaching for a while.

>> Especially in the technology industries.

There have been 3 to 5 companies the past people around for quite some time.

However, we have additional pools of people that have been untapped for a long time.

I'm talking about underserved and underrepresented marginalized communities, rural and semi rural communities.

They are available, interested, resilient and intelligence.

I think we are going to be forced to relook at our pools of talent and how we re-engage them.

But, I'm enthusiastic and encouraged by the fact that these are large pools.

They may not get the job done for all the development we have, but we are bringing people in now.

Columbus is an attractive market for new people.

Between those two things, we have a fighting chance.

>> We read in the New York Times, not just Ohio but other places around the country.

>> I agree with what you're saying, Doug.

But I do think we are going to be a long way from having enough people for all the jobs we will have.

That is because for the long haul, they are up for all the reasons he said at the beginning of the show.

We are not having as many babies.

But we were walking around, I'm I think it's going to be a while before we catch up.

And the real challenge with Intel is not only the other jobs, like construction jobs.

Trying to change the narrative for younger workers who are emerging now .

If you work at Intel and construction, it's really likely you can work on that site for 30 years.

>> This is a major focus for Columbus states.

The workforce hub, and named by the Biden Administration.

How did you adjust your curriculum, training, faculty and staff in?

What is going on to meet the needs?

>> It is true.

In Ohio, especially in the traditional age and college going, we are facing a demographic cliff that is going to be coming.

We are incredibly optimistic about how we are designing this ecosystem for advanced technologies in particular.

We have been on a very You mentioned the workforce hub that has been the fruit of laborers.

We have been a huge table in central Ohio.

Really working intentionally to build an ecosystem that is at the beginning , and inclusive.

So we are reaching neighborhoods and populations any populations in central Ohio who want to be and have the talent to be a part of the economy.

What we been doing?

We've been working in lockstep with Intel and the suppliers to the semi conductor collaboration network that Columbus state is the lead institution.

Working with Lisa Pat McDaniel to really create the ecosystem and curriculum.

Now, we have a one year certificate that is really going to help in terms of the intentional goals that Intel has set for us to ensure the workforce is 50% female.

>> What kind of things do teach in this curriculum?

>> Intro to semi conductor, intro to manufacturing fundamentals.

Vacuum systems, engineering technologies.

And obviously, I.T.

is throughout the entirety of the curriculum.

>> And Tele still kind of out there.

They are just now starting the foundation.

Our students, are they tuned in and signing up for the classes and inquiring?

>> Three classes are starting this fall.

We are building a pipeline.

We will start the certificate , that is one year in January.

People are starting to get really interested and very inclusive.

We have work to do in this regard.

Some of these -- some are associate degrees or less.

That is a tremendous opportunity for this community.

>> Talking about tapping into pools of progress the main out of been tapped before.

same people.

How do you break those habits of companies to make sure they're looking in these areas with a have not works before?

>> That's what I'm talking about.

Being forced to do so.

Our local economies being forced to do so.

That is how we change the narrative and get companies.

Companies have to be shaken out of their permanent view of, this is how we source talent.

We have to do the storytelling and do the narrative and say this is a pool of people who you have to use.

Not that you should use or would be nice.

You have to go to Columbus neighborhood, not your traditional recruiting grounds.

Hill Top.

Linden.

King Lincoln.

All over Columbus.

And you will have to find new ways of sourcing.

And that is painful.

There listening and having the conversations.

>> What about technology automation?

You mentioned how restaurants may go to a no tipping type of build.

But some I go on their iPad.

>> They already have.

For they have a service.

Pick your burger and drink and bring it to you.

Will that be more common?

>> I will be more common.

Look back at the Industrial Revolution.

When new technology came on, it meant people did not have to do those jobs.

If read them to do other jobs.

Those iPads don't just show up on their own.

You have to have somebody who understands how to program them.

Somebody who builds them.

You need a semi conductor plan to have the chips.

I think you will see more and more of that.

Again, I truly believe that a free people.

To be able to do higher-level jobs.

But, with that, it comes my favorite refrain.

Which is people have to be supported to get that talent in That is where we fall short, I think.

>> Many of these jobs will be filled by kids were in high school.

Even junior high school.

Business leaders long complained graduates don't have the skills to fill jobs available.

Educators at the high school and college and other institutions are working hard to adjust.

Rebecca Butler, can we ramp up fast?

You say this program starts in the next year or so.

Until opens in turn it, 2022 -- 125.

>> We will be ready.

We are on pace to be ready.

And building back, K 12, we are building back a pipeline that let student starts the programming in the semi conductor industry.

In high school.

We are working with our career Tech Center is to ensure there is a pathway there.

It is about multiple --for anybody in central Ohio that conductor ecosystem.

We will be ready.

>> What can public school systems do?

Junior high, high school, to prepare?

Is there a college track?

Community , college on college ?

There's a middle ground.

This is where these jobs will land.

>> There needs to be curriculum changes and updates.

Faculty need certain training on this.

I was introduced to the concept of computational thinking.

We need to start at a younger age and helping people learn the skills that are feeder skills into an engineering and some of those things.

>> What kind of skills are those?

To algorithms and understanding how they lead to those kinds of things.

That lend themselves well to programming and also to automation and new advanced manufacturing techniques and things like that.

When younger people have the teachers and guidance counselors are not prepared for that concern.

A second order kind of filter into that.

When they are more prepared in those cases to be able to go to colleges and be engineering ready and not just high- technology, but some of these technician roles and the ability to do what Intel needs.

>> How much work to the schools have to do, Rebecca, to get the students , to get them to attend Columbus Day to take advantage of these classes?

>> Coming out of the pandemic, we have the individual level and readjust what it means.

Academically, that is true.

I've never been in a community where we are rallying, look Columbus, around the young people to make sure what happened during the pandemic, we're getting them ready with the skills they need.

We have to think about an educator workforce as well.

for Intel and that ecosystem.

We need to make sure the educators are ready.

We are working with school districts all over Central Ohio and for your partners to ensure throughout the educator ecosystem, we are ready with the skills that Doug mentioned.

The ones Intel needs so the educators can be up-to-date with what is happening in the industry.

>> A lot of teachers have chosen these new careers.

>> The state budget increase the minimum teacher pay in Ohio, which helps keep people in their and attract new teachers.

>> Companies would have their own training program back in the day.

Over the decades, they wound it down, left it to Columbus stayed in high school and at the colleges.

And your company to train the workers.

Our companies going back to their own training programs?

Or other days gone forever?

For we are seeing as a board, financing more and more on the job training programs for short- term skill building.

So they have a skilled workforce.

>> Doing a lot of incumbent worker training.

Trying to skill people we already have.

We are also seeing, we are trying to build a pre-print and ship.

And secondary and high school that can then matriculate into a prince and ship.

Which includes hours of instruction.

A comp estate, for example.

The color-coded lives in the same way.

Some people learn and have an opportunity to earn funds while they are learning.

At companies, who were never interested in that.

And had a bias against it, for whatever reason, are coming to the table.

We want to hear more about this.

How do we do it?

>> They see pain finding workers.

>> Yes, that's right.

>> Speaking of pain, the increased awareness and reluctance to take on student debt .

It has to be playing into this.

As people look to change careers and enter careers, they don't want to spend $40,000 a year for college.

Has this changing the workforce?

>> We are seeing the entire workforce gain a level of wisdom and insistence.

Not only in debts, but how they want to work and how and the impact they want to have.

And good for them.

We need a better way to fund and finance the workforce we need.

Part of the workforce is saying, you need me.

You know?

More than I need you.

I want to tack on also to what Lisa is saying.

I'm seeing companies enthusiastic in training and financing and funding We are a big corporation with the big product in the market and we are not having this workforce.

What can we do differently?

This will feed into the funding and financing aspect as well.

>> It'll be great to have these new jobs and employees to fill them.

Where will they live?

How can they get to and from work?

Workforce development requires more than developing a workforce.

It requires an infrastructure to support the workforce and workers.

The support services.

Let's talk about housing.

We have a housing shortage now.

We will add tens of thousands of people in a couple of decades.

It's really more expensive to find a house, right?

>> Absolutely right.

We as a region, not just one municipality.

We as a whole region need to determine how we can build housing across the region so people can live where they want to live and be able to work where they want to work.

out how to make it affordable.

If we don't do that, people cannot move here.

They will not have a place to live.

In central Ohio, we are starting to recognize this is a regional problem.

And we have to solve it as a region.

And, as he said, pain , it'll force people to really start looking at things they would not have considered before, I believe.

>> We'll talk about higher density developments in the suburbs.

We're talking about packet incentives for affordable housing rather than the condos in the short North.

To we have.

There's a model I've been seeing and it's a wild thing to think about amongst Millennials and Gen Z.

And a new kind of housing concept that has people able to learn where they live.

We are seeing new developments.

We could have, instead of a four person kind of apartment, you may have a 10 person apartment with shared amenities and facilities.

And a boot camp and training facility on the campus.

Andy may have transportation close by.

We are seeing some generational change in rethinking how we structure from city to suburb and jobs with parking.

We are now seeing, why don't we begin to build clusters of all of these things together?

>> You have proof from a lot of students, primarily commuters.

Transportation is key.

Are we going to build more highways, wider highways?

Or will it be a different solution?

>> For us, we have been on this journey about food transportation and childcare and housing for our students for many, many years.

So, the pandemic has yielded a really good outcome , which has been hybrid instruction and online instruction.

We really embrace that and make sure to embrace it equitably.

Digital equity in our community something we need to pay a lot of attention to.

The other thing we have been doing, for a long time is putting learning and neighborhoods.

We continue to do that as well.

We are working in partnership across all four of those areas.

To transportation and housing.

With partners who are really leading and leaning in , so our students -- they don't bear the burden of the barriers.

We remove them for our students.

We are really excited about what we can do in that regard.

Pay for immigration.

We have not talked about it this much.

That's another source of labor and has been for years.

To yes.

It's an important source.

When I talk, it's not a political issue, it's just the facts.

That is another source of people .

We had new Americans coming to Columbus and away that they And all of this people bring talents with them.

And they also tend to bring families with them.

And children.

>> That's right.

Future workers.

>> That is something, as a community, we need to be welcoming.

To the extent that it opens up more.

>> Lisa, Rebecca, Doug, thank you for joining us on Columbus on the record.

Please continue the conversation on Facebook, and watches on any time, on your time.

At our website, W OSU.org.

Or the PBS video.

From our crew and panel, I am --, please have a good week!

>> [ event concluded ]