How Houston businesses can attract tech talent amid a tight labor market

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As much as leaders may wish the labor market were not so competitive, it is important to accept the reality and take action. Photo via Getty Images

It is no surprise to recruiters that, despite high profile layoffs at major corporations, the labor market remains tight, especially in the tech industry.

According to data from McKinsey from the first half of this year, more than 80 percent of tech workers who were laid off found a new job within three months. Many of them found jobs outside of the tech industry, where technically skilled employees are in increasingly high demand.

If small businesses want to remain competitive, they need to evolve their hiring strategies. One answer to expanding the talent pool is skills-based hiring. Unlike traditional recruitment, which focuses mainly on applicants with college degrees or direct experience in their field, a skill-based hiring approach prioritizes specific competencies.

Research from LinkedIn revealed employers who practice skills-based hiring are 60 percent more likely to have success with hiring. A winning skills-based hiring strategy will identify diverse candidates, promote internal upskilling and accelerate the hiring process.

Find diverse candidates

Conventional hiring strategies tend to overlook many of the diverse candidates who benefit from skills-based hiring. One important aspect of skills-based hiring is connecting with these groups, who may not apply through traditional pipelines like online applications, employee referrals, or job fairs.

For example, candidates such as veterans, parents reentering the workforce and people without a college degree may not have the same connections as traditional applicants. Yet they often bring transferable skills and an ability to learn, enabling them to succeed in the role.

To expand their talent pool, businesses can start by connecting with organizations and events in Houston that target diverse groups. For example, the Texas Veterans Commission recommends that employers reach out to their local Texas Workforce Solutions Center to link with veterans seeking employment.

By making an effort to connect specifically with underrepresented groups, small businesses and startups can quickly deepen their pool of available talent.

Provide internal upskilling

Skills-based hiring focuses on the competences employees have already. Through upskilling, however, employers can internally train candidates to take on a new role or hire candidates with strong learning potential. Upskilling is the practice of offering ongoing learning and development (L&D) opportunities to employees to close skill gaps.

Upskilling opportunities cannot only expand the talent pool by enabling employers to train candidates on the job. They can also attract more applications across the board because they are in high demand from job candidates. The American Upskilling Study from Gallup found 57 percent of workers were “extremely” or “very” interested in an upskilling program, especially Black and Hispanic workers.

For small businesses trying to stay competitive, upskilling is an essential component of a skill-based hiring approach.

Accelerate the hiring process

Time-to-hire is telling about the effectiveness of an organization’s recruitment process. When recruitment drags on too long, candidates may accept another offer or grow disengaged with the process. Meanwhile, open roles may go unfilled. Unsurprisingly, LinkedIn data has found over six in 10 HR leaders named time-to-hire as their most important metric for success.

Small businesses and startups who want to increase their competitiveness should start by calculating their current time-to-hire. Once they understand the situation, they can analyze their approach for weaknesses.

Some of the most effective solutions to improve time-to-hire could include redesigning the application process, streamlining interviews, implementing an applicant tracking system or refining job descriptions. The goal is a highly efficient recruitment process that identifies qualified candidates and puts out an offer as soon as possible.

As much as leaders may wish the labor market were not so competitive, it is important to accept the reality and take action. Much like larger corporations, small businesses and startups will find the upper echelon of talent when they embrace skills-based hiring as the future of recruitment.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

How to navigate your hiring process with transparency amid the flexible workforce trend. Photo via Getty Images

Houston expert: Cultivate transparency when recruiting flexible workplace positions

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How the workplace operates, especially flexible work arrangements, captivate job seekers, prompting many job listings to spotlight remote or hybrid work options. Interestingly, a significant portion of hybrid and remote workers say they would explore new job opportunities should their current employer opt out of offering remote work possibilities. These insights from Gallup underscore the paramount importance of flexible work options.

Regrettably, not every role that promotes flexible work arrangements delivers. While the labor market is fiercely competitive, especially for startups and small businesses wishing to attract top talent, some organizations are enticing potential candidates with the prospect of flexible schedules, only for these newly hired individuals to realize the actual job flexibility falls short of the initial representation.

As remote work and flexible schedules have evolved, many organizations have established sensible guidelines concerning office presence and work frequency. However, the degree of flexibility varies, and not all recruiters are forthright about these nuances during job interviews.

Candidates who find recruiters and hiring managers omitting specific details about flexible work policies often feel misled. Maintaining honesty in job descriptions – and throughout the recruitment process – is imperative to ensure a good match is found for the organization. Employers should cultivate transparency, prioritize organizational culture, and exercise thoughtful consideration of their policies.

Clarity is Key

Many prospective candidates yearn for flexible work opportunities, recognizing that some constraints may apply. A recent McKinsey survey revealed that 58 percent of Americans engage in remote work at least once a week, with 35 percent enjoying the possibility of remote work for the entire workweek. Given the wide spectrum of policies, astute job seekers acknowledge that their next employer's stance on remote work might differ from their current one.

As startups compete with larger employers for the same talent, they may be apprehensive about outlining their remote or hybrid work policies, especially if their flexibility is less generous than that of competitors. Yet, this strategy ultimately squanders time and resources, as candidates who place high value on flexibility are unlikely to take an offer that falls short of their expectations, and these perceived deceptions could tarnish the employer’s brand.

The optimal approach is to communicate policies unequivocally in the job description and address them during interviews. While excessive detail isn't necessary, job postings can concisely indicate the number of mandatory office days.

Cultivating a Cohesive Culture

Skill set and experience might align perfectly with a role, but without a compatible cultural fit, candidates might struggle. When businesses withhold key information about their flexible work policies, they undermine the trust pivotal to fostering a strong organizational culture. This approach also misrepresents the culture, which is intricately shaped by the "how" and "when" of employee work arrangements.

While it's true that candidly sharing flexible work policies could lead some candidates to self-select out of the application process due to their desire for more flexibility, the converse is equally valid. Certain candidates might prefer spending more time in a collaborative office environment and might not pursue a job that seems excessively remote-focused.

Incorporating explicit communication about flexible work policies during recruitment not only fosters understanding of these policies but also provides insight into how these policies contribute to the organizational culture. This approach aids in identifying candidates who align well with the culture, which is paramount in all stages of a company’s growth.

Evaluating the Approach

There is likely a reason why businesses withhold information about their flexible work policies. Recruiters may feel that adhering to their employer's policies could hinder their ability to attract top-tier candidates, especially if the industry standard embraces extensive flexibility. However, misrepresenting the extent of flexible work arrangements is not a viable solution. Instead, businesses should reevaluate their standards.

Each business has unique requirements, some of which necessitate a greater in-office presence. Collaborative teams or departments might benefit from face-to-face brainstorming sessions more than teams operating more independently. However, if research indicates that competing organizations offer more flexibility, businesses need to be prepared to articulate their rationale – if they have one. If they do not have a sound business reason for their position, it might be worth reevaluating their stance on it.

The crux of reevaluating flexible work policies lies in comprehending the underlying reasons for these policies and effectively communicating them to new hires and existing employees. Candidates are more likely to accept limitations on flexible work arrangements when they perceive a sound justification from their potential employer.

Embracing transparency, nurturing a strong corporate culture, and critically assessing existing policies will help organizations manage expectations surrounding flexible work arrangements, thereby attracting the right candidates for the business.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

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10+ can't miss Houston business and innovation events for May

WHERE TO BE

From pitching competitions to expert speaker summits, May is chock-full of opportunities for Houston innovators.

Here's a roundup of events you won't want to miss out on so mark your calendars and register accordingly.

Note: This post may be updated to add more events.


May 2 — State of Houston's Global Economy

Explore the complexities of Houston's global economy, dissect the challenges and opportunities that lie ahead and chart a course for sustainable growth in the years to come at this business conference sponsored by the Greater Houston Partnership. Highlighting the day will be a presentation by the Partnership’s Chief Economist, Patrick Jankowski who will share his insights into the role global trade plays in the region’s growth.

Panel conversation speakers include:
  • Kurt Heim, Vice President of Environmental Advancement, Daikin Comfort
  • Moderator: George Y. Gonzalez, Partner, Haynes Boone, LLP
This event is Thursday, May 2, from 8:15 to 10 am at Partnership Tower. Click here to register.

May 3 — Transformative Healthcare Innovations Across the TMC

This symposium is filled with discussions, presentations, and networking opportunities. Discover the latest advancements in healthcare technology and how they are shaping the future of medicine. The event will be held in person at the TMC3 Collaborative Building, so come ready to engage with industry experts and fellow healthcare enthusiasts.

This event is Friday, May 3, from 9 am to 3:30 pm at TMC3 Collaborative Building. Click here to register.

May 6 to 9 — Offshore Technology Conference.

Since 1969, the Offshore Technology Conference (OTC) has served as a central hub convening energy professionals from around the world to share ideas and innovations, discuss, debate, and build consensus around the most pressing topics facing the offshore energy sector.

This conference is Monday, May 7, to Thursday, May 9, at NRG Park. Click here to register.

May 7 — Small Business Awards Houston 

This year's awards luncheon event theme will be "The SBA Awards presented by SCORE are going to Space" celebrating Houston's advances into space with two fantastic guest speakers and the optional “How to do business with NASA” workshop. The keynote speakers will be Stephanie Murphy, Aegis Aerospace and Arturo Machuca, Director of the Houston Spaceport.

This event is Tuesday, May 7, from 11 am to 1:30 pm at Royal Sonesta Galleria Houston. Click here to register.

May 7 — Tech + Tequila Talk: Goal Park Innovation

At the upcoming edition of Tech+Tequila talk, hear the process behind activating public spaces like Goal Park. Specifically, explore how innovation plays a key role in creating a safer and more dynamic environment for the community. Join in discussions on the intersection of art, philanthropy, and urban development, and learn how projects like Goal Park are shaping the future of our cities.

This event is Tuesday, May 7, from 6 to 8 pm at Niels Esperson Building. Click here to register.

May 13 — TECHSPO Houston 2024 Technology Expo

TECHSPO Houston brings together developers, brands, marketers, technology providers, designers, innovators and evangelists looking to set the pace in advancing technology. Watch exhibitors showcase the next generation of advances in technology & innovation, including; Internet, Mobile, AdTech, MarTech and SaaS technologies.

This event is Monday, May 13, from 9 am to 7 pm at Marriott Marquis. Click here to register.

May 14 — An Evening with Johnson & Johnson's Immunology Team

Johnson & Johnson Innovative Medicine Immunology Team will present our strategic priorities in the space as part of our search for promising scientific innovations.

The focus areas of the program include bispecifics for auto-immune and inflammatory diseases, multispecific T-cell engagers for deep cell depletion, and tissue T-Reg / stromal immune modulators. After the programming concludes, there will be an opportunity to network at the reception with industry leaders and like-minded innovators. This networking session will provide attendees with a chance to discuss ideas, and further explore collaboration opportunities

This event is Tuesday, May 14, from 4 to 7 pm at Texas Medical Center. Click here to register.

May 16 — Energy Underground

The Energy Underground is a group of professionals in the Greater Houston area that are accelerating the Energy Transition. Make industry contacts, secure financing, share deals, recommend talent looking to enter the energy workforce at this meeting of like-minded innovators.

This event is Thursday, May 16, from 12 to 1 pm at the Cannon West Houston. Click here to register.

May 16 — UH Tech Bridge: Innov8Hub Pitch Day

This event is your chance to immerse yourself in the vibrant startup ecosystem, network with industry experts, and discover the next big thing. Get ready to witness groundbreaking ideas and cutting-edge pitches from talented individuals.

This event is Thursday, May 16, from 5 to 7:30 pm at UH Tech Bridge. Click here to register.

May 18 — Create by Getty Images Houston 2024

Head to this event to shoot a variety of ready-to-upload content for your portfolio and enjoy priceless creative development opportunities. Connect with fellow creators, collaborators, and peers to expand your network and build meaningful relationships. Participate in interactive workshops to enhance your skills and knowledge and gain actionable takeaways for creative endeavors.

This event starts Saturday, May 18, at 8:30 am at The Cannon West Houston. Click here to register.

May 22 — Pearland Innovation Hub Anniversary

Come for an evening filled with innovation, creativity, and fun. Attendees will have an opportunity to meet some members, partners, and sponsors of Pearland Innovation Hub.

This event is Wednesday, May 22, from 6 to 8 pm at Spacio.us. Click here to register.

May 28 — Texas Small Business Expo

Texas Small Business Expo is a trade show, educational business to business conference, exhibition & networking event for entrepreneurs, start-ups and anyone that owns a business or looking to start their own business. Learn how to solve challenging business issues by discussing strategies, acquire valuable knowledge from those in your business and connect with top vendors in various industries.

This event is Tuesday, May 28, from 4 to 9 pm at Wakefield Crowbar. Click here to register.

May 29 — Bayou City Bio Pulse at Gensler

Join the GHP for its next Bayou City Bio Pulse, hosted by global architecture, design and planning firm, Gensler. This event will feature panel discussions, tours of Gensler’s space, VR walkthroughs and more.

This event is Wednesday, May 29, from 4 to 6 pm at Gensler's office (2 Houston Center). Click here to register.

Texas lands in top 10 states expected to be most financially affected by weather events

report

Texas — home to everything from tornadoes to hurricanes — cracks the top 10 of a new report ranking states based on impact from weather-related events.

SmartAsset's new report factored in a myriad of data from the Federal Emergency Management Agency to identify which states face the most financial risk due to various weather events. In the report, the states were ranked by the total expected annual financial losses per person. Texas ranked at No. 10.

"With a variety of environmental events affecting the wide stretch of the United States, each state is subject to its own risks," reads the report. "Particularly, tornadoes, wildfires, hurricanes, flooding, landslides, lightning and drought, among other events, can cause damage to buildings, agriculture and individuals alike. When considering insurance, residents and business owners in each state should account for historic and projected losses due to environmental events in their financial plans."

In Texas, the total expected annual loss per person is estimated as $283.15. The report broke down each weather event as follows:

  • Coastal flooding: $1.49
  • Drought: $3.48
  • Earthquake: $1.71
  • Heat wave: $8.16
  • Hurricane: $89.22
  • Riverine flooding: $66.05
  • Strong wind: $5.37
  • Tornado: $71.04
  • Wildfire: $8.26
  • Winter weather: $1.96
Louisiana ranked as No. 1 on the list with $555.55 per person. The state with the lowest expected loss per person from weather events was Ohio with only $63.89 estimated per person.


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This article originally ran on EnergyCapital.

Exclusive: Houston hydrogen spinout names energy industry veteran as CEO

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Cleantech startup Gold H2, a spinout of Houston-based energy biotech company Cemvita, has named oil and gas industry veteran Prabhdeep Singh Sekhon as its CEO.

Sekhon previously held roles at companies such as NextEra Energy Resources and Hess. Most recently, he was a leader on NextEra’s strategy and business development team.

Gold H2 uses microbes to convert oil and gas in old, uneconomical wells into clean hydrogen. The approach to generating clean hydrogen is part of a multibillion-dollar market.

Gold H2 spun out of Cemvita last year with Moji Karimi, co-founder of Cemvita, leading the transition. Gold H2 spun out after successfully piloting its microbial hydrogen technology, producing hydrogen below 80 cents per kilogram.

The Gold H2 venture had been a business unit within Cemvita.

“I was drawn to Gold H2 because of its innovative mission to support the U.S. economy in this historical energy transition,” Sekhon says in a news release. “Over the last few years, my team [at NextEra] was heavily focused on the commercialization of clean hydrogen. When I came across Gold H2, it was clear that it was superior to each of its counterparts in both cost and [carbon intensity].”

Gold H2 explains that oil and gas companies have wrestled for decades with what to do with exhausted oil fields. With Gold H2’s first-of-its-kind biotechnology, these companies can find productive uses for oil wells by producing clean hydrogen at a low cost, the startup says.

“There is so much opportunity ahead of Gold H2 as the first company to use microbes in the subsurface to create a clean energy source,” Sekhon says. “Driving this dynamic industry change to empower clean hydrogen fuel production will be extremely rewarding.”

In 2022, Gold H2 celebrated its successful Permian Basin pilot and raised early-stage funding. In addition to Gold H2, Cemvita also spun out a resource mining operation called Endolith. In a podcast episode, Karimi discussed Cemvita's growth and spinout opportunities.

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