Laura Dalziel

Regional Sales Manager – Southeast Region
Malone Workforce Solutions

What can South Carolina do to foster an adaptable workforce that is more resilient to factors like a pandemic?

South Carolina can strengthen workforce adaptability by investing in agile training models, cross-skilling initiatives, and stronger public–private partnerships between industry, education, and workforce agencies. This includes expanding access to short-term certifications and on-demand learning that quickly prepare individuals for in-demand roles. By encouraging employers to adopt flexible work structures and prioritize employee well-being, we can build a labor force capable of weathering rapid economic, health, and technological shifts.

How has skill-based hiring versus educational background made an impact in South Carolina?

Skill-based hiring has expanded opportunities for both employers and job seekers across the state. By prioritizing proven competencies, hands-on experience, and adaptability over traditional degree requirements, companies have tapped into a broader, more diverse candidate pool. This approach has been instrumental in addressing talent shortages, particularly in manufacturing, logistics, and emerging technology sectors, where practical expertise often delivers immediate value.

What is the key to upskilling South Carolina’s workforce?

The key lies in creating accessible, industry-aligned training that bridges current skill gaps while anticipating future needs. Employers, educators, and economic development leaders must collaborate to design programs that combine technical proficiency with soft skills such as problem-solving, adaptability, and leadership. Equally important is fostering a culture of lifelong learning so employees view skill development not as a one-time event, but as a continuous, career-sustaining practice.

How has technology like people analytics and AI integration changed the hiring game?

People analytics and AI have transformed recruitment from a reactive process into a predictive, data-driven strategy. With AI-enabled tools, we can identify talent faster, assess fit with greater accuracy, and uncover insights on workforce engagement and retention trends before challenges arise. These technologies enable us to reduce bias, improve diversity, and make evidence-based hiring decisions that align with long-term organizational goals.

How do you strategize between a remote, hybrid, and work-from-office-only approach to the workplace?

The most effective strategy starts with aligning work models to business objectives, job requirements, and employee engagement data. Certain roles thrive in remote or hybrid structures, especially where flexibility enhances productivity and talent retention. Others, particularly in manufacturing and logistics, require on-site presence for operational success. The key is creating a workforce strategy that is both role-specific and adaptable, ensuring that productivity, collaboration, and employee well-being remain balanced.

What is something someone might be surprised to know about you?

I come from a military family, which instilled in me a deep sense of discipline, adaptability, and service, values I carry into all of my endeavors.