The document discusses attracting and retaining STEM talent. It notes that while over $1 trillion is spent on STEM annually, the percentage of graduates in sciences and engineering has only increased 2.6% in the last 5 years. Generational differences in workplace values are discussed, with millennials and Gen Z valuing flexibility, meaningful work, and collaboration. New approaches for attracting talent include improving employee referrals, streamlining recruitment, and partnering with colleges on internships and apprenticeships. Resources provided include professional organizations, military recruiting groups, and STEM education programs.
4. Skills Gaps
More than $1 trillion dollars spent on STEM
% of graduates in the Sciences and Engineering
has only increased 2.6% in the last 5 years
High School graduation rate has maintained by
78%
Hispanic Males have highest dropout rate
African American Males second highest dropout
Asian, Latina and White Females have highest rate
of graduation
White and Asian males account for largest number
of talent in STEM
Skills Deficiency
70% lack Computer Technology
69% lack Problem Solving Skills
67% lack basic technical training
60% have poor math skills
5. State of Manufacturing Study by Deloittehttps://www2.deloitte.com/us/en/pages/manufacturing/articles/boiling-point-the-skills-gap-in-us-manufacturing.html
6. Generational Differences
Most Important Boomers GenXers Millennials GenZ
Work environment • Respect
• Good pay
• Stability
• Respect for work
• Value my
• Advancement
opportunities
• Independence
• Good pay
• Needs a road map for
career management
• Flexibility at work
• Mentor/Coach
• Equal partner
• Need access to learn
• Give me chance to
prove myself I can
figure it out
• Flexibility
• Meaningful work
• Collaboration
• Entrepreneurial
environment.
Workplace • Fixed office location
• Clean reporting
• Structure is
important
• Work on my own time
• Needs own space
• Access to technology
• Likes to figure things
out on their own – will
ask advice if I need it.
• Work at own pace –
Flexible hours
• Open environment
• Access to technology
• entrepreneurial
• Work anywhere on my
own time
• Open environment
• Access to technology
• It’s okay to fail it just
gets you closer to a
solution
Marketplace • Solid company
• Stability
• Reputable products
• Reputation
• Commitment to
environment
• Diversity
• Commitment to the
environment
• Commitment to the
community
• Diversity is a given
• Commitment to the
environment
• Commitment to the
community
• Diversity imbedded
Economics • Stability
• Retirement benefits
• Healthcare
• Stability is nice but
willing to jump for next
opportunity
• Portable retirement
benefits
• Willing to move to
right company
• Money now
• Portability of benefits
• Will figure out
retirement later
• Pay me well
• Let me bring my pet
• Pay for me to take a
vacation
• Not concerned about
retirement
7. Immigration
H1B Visas - 886K applications
received in March 2017
Uncertain Immigration Policy
U.S. Brain Drain
8. New Approaches
Pump-up and invest in
employee referrals
65 – 70%
Improved retention
Auto mentoring buddy
Streamline the recruitment
process with one-step
applications
Linkedin
Indeed
Go mobile
Leverage Business/Employee
Resource Groups
Interviews
Expect a casual
environment
9. New Approaches
Recruit at the High School
Level interns
Partner with Colleges’ 2 year
programs or create a programs
The return of Co-ops and
Apprenticeship Programs
Leverage National
Manufacturing Day to promote
job opportunities
Link company scholarship
programs to internships
10. New Approaches
Fix Onboarding
New hires quit between 30-60 days
because of culture fit
Steps to take:
Welcome letter from CEO &
CHRO after being hired – video
or email message
Provide information about
company before start date
Provide buddy for onboarding
Create opportunity for new hires
to connect with each other
Leverage Business/Employee
Resource Groups an opportunity
to connect and befriend new hire
If they leave – maintain an open door
Employee Alumni Association
11. Resources
Electronic Footprint is Critical:
GlassDoor
Linkedin
Facebook
Snapchat
Specialized websites for undergraduates and early
career graduates
Society of Women Engineers
Nations Society of Blacks in Engineering
National Society of Hispanic Engineeers
Association of Asian Americans in Engineering
Association of American Indian Scientists and Engineers
Black Data Processors Association (BDPA)
Other groups exist for Accounting, Legal, Supply Chain,
SHRM
Targeting Directors, VPs are on Linkedin, Zoom Info
Military – Lucas Group
Executive search firms best for SVPs, EVPs
12. Resources
Central Piedmont Community College
(www.cpcc.edu)
North Carolina School of Sciences & Mathematics
(www.ncssm.edu)
North Carolina STEM Plan
http://www.dpi.state.nc.us/docs/stem/overview/ed
ucation-strategic-plan.pdf
STEM Innovation Forum
(www.steminnovationforum.com)
NC STEM Center (https://www.ncstemcenter.org/)
Black Executive Exchange Program, National Urban
League (HBCUs)
Winds of Change Magazine (Native Americans)