TRS Aliso Viejo: Is your business tapping into graduate talent pipelines?
America relies on STEM (science, technology, engineering and mathematics) workers to meet the demands of a hi-tech economy. However, there have been long-standing concerns over whether the supply of workers is enough to meet the requirements of the labour market, as many of the industry’s positions are currently filled by baby boomers nearing retirement age. The reality is that, as STEM is such a broad term, some STEM professions have a high demand that isn’t being met, while others suffer from an over-supply of workers. Regardless, there are certainly shortages in a number of important economic sectors.
According to a 2011 survey of manufacturers, as many as 600,000 jobs remained unfilled because of a lack of skilled tradesmen without undergraduate degrees. At the same time, some degree-educated professionals are in very high demand, including software developers, industrial engineers and petroleum engineers. As far as industrial engineering is concerned, from January to August 2015 there was a monthly average of 55,361 unique job postings but just under 8,000 hires on average. This indicates a high demand for talent, which far outstrips supply in particular locations. In Detroit, with its large automotive industry, there were an average of 385 hires each month and 2,655 job openings.
In key sectors where the number of trained graduates each year is far outstripped by the demand for qualified talent, there is clearly a need for engineering firms to start engaging with young people before they finish their education. This has clear advantages, as it’s more difficult to lure talent away from other companies once they are already employed. While large companies have recruitment and HR departments and plenty of resources to support student outreach programs, it can be difficult for small and medium sized businesses to get in on the act. Even targeting a small number of educational institutes requires a considerable investment in time and money, and needs professionals with recruitment experience to engage effectively with potential recruits.
However, there is another way for you to secure valuable talent as it hits the labour market. TRS are reaching out to engineering schools and technical colleges to build graduate talent pipelines and forge connections with aspiring engineers across the country. By doing this, we’re able to build up a pool of graduate talent which clients can access without them having to invest in outreach activities themselves. Not only will we have a local graduate pipeline for you to access, but we can also put you in touch with graduates who are willing to relocate from much further afield, in places you would never be able to canvass yourself.
You might wonder why graduates would be interested in working for smaller companies rather than corporate giants, but the answer is actually quite simple. Ambitious graduates recognise that in a smaller business, there are often greater opportunities for them to take on responsibility and really help shape the destiny of their company. They feel much more valued and able to make a significant contribution, rather than being just a tiny cog in a giant machine. Despite being inexperienced, you will often find new graduates are enthusiastic and quick to learn, and can bring fresh ideas and energy to your business.
Are you keen to recruit the next generation of engineering talent? If you want to find out more about our talent sourcing, or any of our other services, visit our website.