TALENTMagnetism
The lack of motivated labor is becoming its own economic pandemic. Organizations that develop a magnetic pull will have top talent seeking them out and staying. By Maura Keller
T 38 // May-June 2021
hese days, just about every automotive recycler is facing some kind of eco- nomic challenge. But one key issue facing many auto recyclers, which can affect their bottom line, is the lack of skilled labor, with more and more potential workers seeking employment in the white-collar world.
Each month automotive recyclers receive applications with entry level, even low entry-level skills, but they are not getting applicants that have the skills and knowledge they would like. The “qualified worker issue” continues to be a problem, as part of this issue is driven by the fact that many of today’s companies need an employee base that has a different skill set than that of even five years ago, including more technology skills, problem solving and project management skills, an understanding of complex projects and how they work together. As such, employers are reviewing and updating training options and require- ments to ensure they will be able to develop team mem- bers to fill the skill gaps they have.
“The labor shortage has been increasingly problem- atic in recent years due to myriad of factors. And HR has not always been able to keep pace with these dramatic shifts due to the time-consuming transactional aspects of managing human capital,” said Denise Graziano, CEO at Graziano Associates and bestselling
author of Talent is a Team Sport. “Some of the contrib- uting factors include baby boomers retiring and a lack of younger workers joining the skilled workforce, a very age diverse workforce with distinctly different employee benefits needs and expectations, pre-pandemic low unem- ployment, pandemic driven changes in automation and the elimination of certain skilled jobs.” Ian Hardie, employment services, senior employment services director at Universal Technical Institute agreed that the hiring environment has changed dramatically, especially in the trades as they cope with an ever aging and retiring workforce. “We are now seeing the results of the stigma and lack of encouragement for high school graduates to enter the trades,” Hardie said. “This has resulted in a decrease in the number of trained technicians across all sectors, that are urgently needed to replace those already retired or retiring over the next five years. The pool of skilled technicians doesn’t exist anymore and employers are having to think outside the box to attract and retain the talent they need.” As Hardie explained, previously, many companies hired experienced technicians from other companies or other sectors as needed to fill their open positions, as there was a ready pool of technicians available. However, over the past few years that pool has dried up and it has been increasingly difficult for employers to fill these highly skilled jobs. The recruiting life cycle also has changed dramatically. If auto recyclers wait and only attend career fairs or rely on only advertising open positions to attract potential candidates, they will quickly be left behind.
Automotive Recycling
WORKFORCE
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64
