“Faced with an aging population, persistent misconceptions about economic diversity and intensifying competition for talent, Michigan has had to rethink its approach to workforce development,” according to the latest of the Future Shocks case studies – an initiative organized by the National Academy of Public Administration, the IBM Center for The Business of Government, and the IBM Institute for Business Value to highlight real-world examples of how governments and their partners are strengthening resilience in an increasingly complex and disruptive world.

What to do? The state has embraced artificial intelligence “as a transformative tool to build a resilient future-ready workforce,” according to the case study.

Here’s how that works: “The Michigan Career Center Portal’s AI capabilities include semantic search and skills-based matching, which analyze job seekers’ profiles – including their work experience, education certifications and state interests to recommend highly relevant job opportunities. The filtering system allows users to narrow results by local company and industry, while the AI engine continuously learns from user behavior to improve recommendations.”

There are benefits of this use of AI, which have been developed by the Michigan Economic Development Corporation (MEDC), an organization that has carefully tracked the outcomes of this work. According to the case study: 

• “An internal May 2025 survey of 26,033 registered users of the Michigan Career Portal showed that 59% of respondents reported that they have identified job opportunities in Michigan using the Career Portal.

• The average click rate for a job posting application button on the Michigan Career Portal site is 15%, compared to an average click rate of 5% on other career sites. 

• Average engagement time on site is 2 minutes, 33 seconds per active user for the Michigan Career Portal, compared to the 1 minute, 19 seconds on other career sites

As a result of these accomplishments, the case study points out that Michigan’s use of AI for the state’s workforce has: Increased the likelihood of successful matches; created higher engagement and application rates; and emphasized the accessibility by promoting skill-based hiring, helping to reduce bias and opening doors for non-traditional candidates. 

As the case study reports, “Michigan’s approach deserves recognition as a replicable model for talent attraction and retention that other state government might fruitfully adopt.” 

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