MAY 2011
SOUTHERN BUSINESS JOURNAL
3
Cover Story Does Southern Illinois have a brain drain? BY LES O’DELL SBJ CORRESPONDENT
As Cornelius Taylor approached graduation from Southern Illinois University Carbondale a few years ago, he hoped to land his first real job and stay in the area. Originally from Chicago, Taylor had earned a public relations degree and wanted to stay in the region. “That was my plan,” Taylor recalls. “I had developed some really close relationships with people here and I really liked the area, so I wanted to stay.” Trouble was, it was 2008 and jobs were hard to find — not only in Southern Illinois, but throughout the Midwest. “When there was nothing in Carbondale or the surrounding area, I had to look elsewhere,” he says. “An opportunity opened up in St. Louis, so I went there.” It’s a scenario that Matt Purdy, associate director of placement and services for SIUC College of Business, has seen many times. “Geographically, it does seem like the majority of our graduates go away from Southern Illinois to places like Chicago or St. Louis,” he says. Purdy explains situations like Taylor’s are a numbers game. There are simply more jobs to be had in the metropolitan areas. But, he adds, a significant number of graduates who want to stay in the region are able to find employment. “I think we’re certainly seeing some growth in Southern Illinois,” says Cynthia Jenkins, acting director of Career Services at SIUC. “Of course, those metro areas are going to offer more, let’s face it. We see a lot of positions coming in from those areas like St. Louis and Chicago, both in jobs and in internship opportunities.” Yet, both Purdy and Jenkins say they do feel the region suffers from a “brain drain.” “The down economy in the last couple of years might have resulted in some of our best and brightest minds leaving the area, but there are examples of outstanding graduates in every community in Southern Illinois,” Jenkins says. “I think it depends on where these people can utilize their skills and knowledge for the best. They’re looking for opportunities that will help them grow. And, if they can’t find those
Viewpoints differ on severity of issue Find more business news at www.sbj.biz. here, they probably are going to leave the area, but a large number of them do stay.” Kathy Lively, CEO of Man-Tra-Con, a Marion-based workforce solutions agency, says that often there is a boomerang effect when graduates leave Southern Illinois. “Sometimes people leave the area because they believe that there are more opportunities other places, but when they discover the cost of living and quality of life, they often realize it’s better here,” she says, noting that it’s not uncommon for those people to return to Southern Illinois. Jenkins adds that often it is native Southern Illinoisans who want to stay. “I see that a lot,” she explains. “There are a lot of students who were born and raised in Southern Illinois, and they want to stay here for a number of reasons, including family and the cost of living.” Regardless of where they come from, many business leaders want to entice workers to come to the region, or stay. Carbondale real estate developer Rolf Schilling says that as more and more technologically-based companies set up shop in Southern Illinois, more of the “best and brightest” will stay. “I don’t look at this region as an industrial area; it’s more of a technology area,” he says. “We’re producing many very intelligent graduates. We need to be taking advantage of that.”
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There are simply more jobs to be had in the metropolitan areas. But, Matt Purdy adds, a significant number of graduates who want to stay in the region are able to find employment.
Lively says that many local employers have openings for quality people and are tapping into a quality workforce. “Not a day goes by that we don’t hear about several really good jobs in the area where employers can’t find people to fill,” she says. “I believe some people leave the area because we haven’t done a good job of helping them to understand what employment opportunities are here.” She says that many firms are looking to hire both in technical and non technical areas, but it’s not a workforce problem they’re facing. It’s a communication problem. “One of the challenges we have is often employers will tell us they need an assembly line person or they need someone in human resources, but they’re not good about specifically breaking down exactly what skill sets they need.” So, how do Southern Illinois companies attract top prospects and Southern Illinois companies can attract top prospects and help avoid a so-called ‘brain drain.’ ART SERVICES
help avoid a so-called “brain drain?” Purdy offers several suggestions. “Obviously, you have to find a way to be competitive,” he says. “It may not mean a wage, but maybe it’s a work-life balance or a certain living environment or culture you have to offer.” He adds that while it seems rather simple, prospective employers need to communicate their needs with college placement offices and job placement professionals. “Let us know that you’re interested in finding employees. It is easier if you contact us, explain what you’re looking for and let us help you. That’s what we’re here for.” Jenkins says that employers need to make themselves known to the public and to students or other potential employees. She says internships are as important to employers as they are to students. She adds that a key to finding good people is to be creative. “It’s not all about the paycheck. I think a lot of it boils down to other benefits, maybe even unusual things like SEE COVER / PAGE 16