Catalyst Conversations – Staffing Up: Innovative Workforce Strategies (Event Resources)

National demographic trends mean the traditional working age population is shrinking. “Business as usual” is no longer enough to fully staff your organization, so what strategies exist to make sure you have the quantity and quality of workers you need to continue to thrive? This session helped to answer the question by highlighting examples of how employers are establishing new talent pipelines and resources that exist to support talent needs. More information on the speakers, the topics they discussed, and resources they provided is included below.

Speakers

Abe Manthei – Director of Missional Development, Manthei Group
- Abe Manthei, Director of Missional Development for Manthei Group, discussed the staffing strategies of Manthei Wood Products through the use of international engineering visas and an innovative in-recovery program.
Ryan Shultz – President & CEO, Mr. Chain
- Ryan Schultz, President of Mr. Chain, shared how new staffing methods and an innovative scheduling model have attracted a larger workforce outside the traditional working age population, helping their business thrive and meet staffing needs during times of peak demand.
Rena Dam – Global Talent Corporate Outreach Michigan Program Manager, Global Detroit
- Rena Dam, Global Talent Corporate Outreach Michigan Program Manager with Global Detroit, discussed how employers can connect with the tens of thousands of highly-skilled international students in Michigan. She shared best practices and avenues for companies to explore hiring these talented professionals.
- All resources shared by Rena can be viewed in this folder. Anyone interested in learning more about Rena and the work she does, can schedule a meeting with her.
Dustin Stabile – Head of Production, Mackinaw Trail Winery & Brewery
- Dustin Stabile, Head of Production at Mackinaw Trail Winery and Brewery, discussed how his organization handles annual staffing cycles for tourism and growing seasons as well as their utilization of a third-party business to manage H-2A immigrant workers to support their growth.