Valley County, Idaho

• Income gap: Households earn meaningfully less than the national median, which directly affects retail demand, housing absorption, and tax base.
• Talent gap: Bachelor's-or-higher attainment trails the national average by -4.4 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 47 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Accommodation and Food Services employs 1,252 workers (31.7% of the top displayed sectors), at an average wage of $33,433.
• Wage stratification: Health Care and Social Assistance averages $91,049 while Other Services (except Public Administration) averages $32,757, a 2.8x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Accommodation concentrates at 8.23x the national norm, top-decile concentration, the kind of signature sector that defines a region's economic identity to site selectors.
• Cluster depth: 10 sub-sectors register LQ ≥ 1.5, suggesting an interconnected industrial base rather than reliance on a single employer or sector.
• Attraction whitespace: 6 sub-sectors register LQ < 0.5, candidates for diversification or recruitment depending on labor-market fit.

• Stretched market: Home value to income ratio of 8.6x is well above the ~4.1x national average; attainable workforce housing may be a recruitment friction.
• High home ownership: 81.9% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 66.5% vacancy rate; potential opportunity for redevelopment or repositioning.
• Affordable rent tiers: 4 of 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,902/mo).

• Succession risk is real: 28.3% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Strong participation: 78.7% labor force participation among working-age residents indicates an engaged, available workforce.
• Short commutes: 18.7-minute mean commute is a quality-of-life and labor-access advantage worth surfacing for site selectors.
• Talent pipeline: 6 local institutions feed the workforce; the top three combined produce 17,074 annual credentials.

Valley County shows strong potential for accommodation attraction, with a 8.23x concentration and 560 jobs in this sub-sector, it ranks in the top decile nationally. Near-term succession risk is elevated, with 28.3% of the working-age population within 10 years of retirement age.

The interconnected base across accommodation, amusement, gambling, and recreation industries, and gasoline stations and fuel dealers creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.

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