Find out whether a new location can staff your growth.
Use the Regional Evaluation System (RES) to see where the occupations you need live and work around a candidate site, what local wages look like and which colleges and training providers could help supply new hires.
Book a walkthroughYou are adding a second location. Can the region supply the people you need on your timeline?
Family-owned and mid-sized companies often plan an expansion without a dedicated research team. The hiring question is usually specific: a set of roles, a start date and a reasonable commute.
A practical starting point
Apply RES to project demand and workforce planning.
- 01
Describe the roles
List the occupations, headcount and start dates for the expansion. Keep confirmed plans separate from assumptions.
- 02
Review the commute area
See where people in those occupations live and work around each candidate site, with local wage levels and other employers hiring similar roles.
- 03
Plan the pipeline
Identify colleges, career institutes and training programs connected to the roles, and the questions to raise with them about seats and timing.
What the work should clarify
A clearer picture of the hiring risk at each location.
Use the regional view to structure a discussion your team can act on. Keep the evidence and unresolved questions together.
- Where the key occupations are concentrated around each site
- Local wage context and other employers competing for the same roles
- Training providers and programs connected to the occupations
- Open questions to confirm before committing to a location
Know where the analysis ends and verification begins.
Occupation and wage data describe the regional workforce, not people available to hire on a given date. Hiring feasibility still depends on recruiting, wages offered, timing and direct conversations with training providers.
Sources, methods and coverageEvaluate a location before you commit to it.
Explore how RES can support your region, projects and workforce priorities.