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.

1. Attracting & Retaining STEM Talent
Nereida (Neddy) Perez, Principal, D&I Creative Solutions
www.dicreativesolutions.com
neddyperez@dicreativesolutions.com
Phone: 832-216-8836

2. Objectives
 Overview of the Marketplace
 Generational Differences
 New Approaches
 Resources
 Questions

3. Marketplace Trends

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)

13. Questions
Nereida (Neddy) Perez
Principal, D&I Creative Solutions
www.dicreativesolutions.com
neddyperez@dicreativesolutions.com
Phone: 832-216-8836