Navigating the Talent Storm: How the Greater FM Economic Development Corporation & Partners are Leading the Way in Workforce Innovation
In today’s hyper-competitive talent landscape, economic development organizations are being called to rethink traditional strategies and embrace bold, data-driven, community-centered approaches. At the International Economic Development Council (IEDC) conference this past month, thought leaders laid out a clear roadmap for what’s working in talent attraction and retention—and the Greater Fargo Moorhead Economic Development Corporation (GFMEDC) and our region are already putting many of these principles into action.
Data-Driven Targeting Over Generic Outreach
One of the most powerful takeaways from IEDC was the success of campaigns that use labor market data to target specific talent pools. Examples they shared at the conference were programs like Boomerang Greensboro and Tulsa Remote, which were succeeding because they understood where talent was going—and why.
GFMEDC mirrors some of these approaches. By leveraging wage data, occupational trends, and migration analytics from Lightcast, the national leader in labor market data, our program identifies talent pockets with high relocation potential and connects companies directly with candidates. This precision targeting ensures resources are spent where they’ll have the greatest impact.
In addition, we recognize that the perception of our region among those who have never visited often differs from the vibrant community we experience every day. As they say, “Your brand is what people say about you.” and so over the past several years we’ve invested in building that brand through targeted marketing and personal messaging to drive prospective prospects to the LiveInFMArea.com web site. We are actively communicating with more than 20,000 individuals about the opportunities to live and work in the Fargo metro area and the broader region.
Bridging the Education-Workforce Gap
IEDC highlighted the mismatch between educational outcomes and job market needs, noting that many openings require non-degreed skills despite rising college graduation rates.
GFMEDC identified experiential learning initiatives as a near-term need at its Regional Data & Analytics Workforce Summit this June. Similar to national trends reported by Lightcast, where 74% of jobs do not require education beyond high school, our region reflects a comparable pattern, with 72% of open positions requiring no more than a high school diploma. By promoting internships, apprenticeships, and project-based learning, our organization and partners are helping students and job seekers gain real-world experience that aligns with industry demands.
Two organizations the GFMEDC has supported for more than a half-decade are Be More Colorful (BMC) and Golden Path Solutions (GPS). The GFMEDC partnered with both in the development of WorkInFargo.com to provide virtual reality experiences through BMC’s CareerView XR technology, and Compass, GPS’s state-supported work-based learning platform.
Retention Through Community Connection
The decline of “third spaces”—places where people connect outside of work and home—was flagged as a major threat to talent retention. Programs that foster belonging and community engagement are proving far more effective than financial incentives alone.
GFMEDC’s June workforce summit emphasized talent retention strategies that include leadership development, internal culture building, and visible career pathways. These efforts are designed to help employees feel rooted in the region, not just employed by it. The EDC’s support of organizations like Folkways create memory-building experiences for newcomers and locals alike. And the EDC’s business-driven Company Culture program is our newest initiative highlighted to support what our companies are telling us is their second most important workforce issue – company culture.
Authenticity and High-Touch Engagement
IEDC’s sessions made it clear: flashy campaigns don’t win hearts—authenticity does. Personalized outreach, storytelling, and concierge-style support are what truly move the needle. The EDC provided direct concierge services to hundreds of individuals starting as far back as 2006, and the region continues to do so via the FMWF Chamber’s work in this area. And there are no more personalized touch and connectivity of our citizens to the region than the fantastic work being done by Folkways to connect new and long-standing citizens to the region through great events, such as the Farmers Market, Night-Bazaar, Christkindlmarkt and more.
GFMEDC’s recruitment efforts reflect this ethos. From personalized candidate engagement to linking candidates and companies to the resources they need, the organization is building relationships—not just pipelines.
Conclusion: A Regional Leader in National Trends
The Greater Fargo Moorhead EDC isn’t just reacting to workforce challenges—it’s proactively aligning with the most effective strategies identified by national experts. By combining data-driven insights, community-building, and authentic engagement, GFMEDC and its partners are positioning the region as a model for how to navigate the talent storm with clarity and purpose. In fact, our metro was just recognized as a talent-attraction magnet with our region listed as the 6th smallest of the nation’s largest MSA’s, but our ability to attract talent is in the top 38% of all major metros (Lightcast’s Talent Attraction Scorecard). Josh Wright, Head of Growth at Lightcast said, “The Fargo-Moorhead region’s proactive talent attraction and development efforts over many years are paying off. The Fargo metro area stands out as one of the strongest labor markets in the upper Midwest and has been particularly successful in attracting and growing its skilled labor pool to meet the needs of its diverse set of primary-sector businesses.”
As the competition for talent intensifies, the organizations that embrace these principles will be the ones that thrive. And in Fargo-Moorhead, the future of workforce development is already taking shape.
