The Talent Pipeline Challenge

What We Found

M-SPIRE’s research identified projected talent shortages and postsecondary award gaps across several occupations important to Minnesota’s advanced manufacturing sector. Among occupations typically requiring a bachelor’s degree, nearly all were expected to face shortages of graduates from related programs. The largest annual award gaps were projected for Software Developers, Industrial Engineers, and Project Management Specialists.

Projected talent shortages were most severe for Software Developers and Industrial Engineers, both of which were expected to be short more than 100 workers annually in Minnesota. Shortages were also identified among occupations highlighted at the associate-degree level, including General and Operations Managers, Maintenance and Repair Workers, Electricians, and First-Line Supervisors of Mechanics, Installers, and Repairers.

The findings show that the pipeline challenge is not simply a matter of producing more graduates. Award gaps and overall talent shortages are related but different: employers may fill some openings by hiring workers educated outside Minnesota, while education and workforce providers can use demand, skills, and program-crosswalk data to evaluate how well programs align with high-demand occupations and employer needs.

Why It Matters

Minnesota's ability to compete in advanced manufacturing will depend on more than attracting new businesses—it will depend on having the talent to support their growth.

Closing workforce gaps requires coordinated action across education, industry, workforce development, and economic development. Better alignment between employer demand, educational capacity, career awareness, and workforce planning can help ensure Minnesota develops the talent needed to support innovation and long-term economic competitiveness.

The research suggests that strengthening the talent pipeline is not the responsibility of any one organization; it is a shared challenge that requires shared solutions.

Questions Leaders Should Consider

  • Which occupations should Minnesota prioritize because they have the greatest impact across multiple advanced manufacturing industries?

  • Are education and training programs aligned with projected employer demand?

  • How can employers play a more active role in shaping educational pathways and career awareness?

  • What additional partnerships are needed to strengthen Minnesota's long-term manufacturing talent pipeline?