Internally companies should plan for up-skilling and re-skilling current workers to the new jobs that may be created with the addition of automation and newer technologies.
a better job of providing and offering training for potential employees and existing employees to stay up-to-date with trends and skills.
“HR departments and hiring man- agers also need to do a better job of identifying and being accepting of trans- ferable skills to fulfill their recruitment needs,” Frank said. “Oftentimes, hiring managers want talent who possess 110% of a job description so they can come in and ‘hit the ground running,’” without offering space and time for on-the-job training. If companies want to attract new talent and retain their employees, they need to provide oppor- tunities for training and/or professional development – so that both parties can benefit and feel professionally fulfilled. Hardie suggested auto recyclers work with educators in high schools and youth
Auto recyclers should establish a partnership with trade and technical training schools to tap in to their resources and graduates to help fill their hiring needs.
So what are auto recyclers to do? In today’s tight labor market, a good strategy is to start incorporating a mentor- ship or apprenticeship program into your organization. As Passman explained, companies that are successful in executing a robust mentorship strategy will be in a posi- tion to transfer knowledge to younger workers, develop a team dynamic that is sustainable over longer periods of time, and have an opportunity to develop new talent at a lower cost than the traditional career path. “Your cost of talent acquisition will also likely go down as your focus shifts to hiring less experienced people and training them up to the level necessary,” Passman said. Graziano advised that internally companies should plan for up-skilling and re-skilling current workers to the new jobs that may be created with the addition of auto- mation and newer technologies.
“Externally they must be more creative in their out-
reach, meet the potential candidates ‘where they are’ online, in person and with effective marketing campaigns to entice new workers to the industry and specific compa- nies,” Graziano said.
Over the last couple of years (especially pre-COVID and again today), the reality of qualified candidates and employee shortages have become very clear. As more and more Baby Boomers have left the workforce, we’ve begun to see more open roles than qualified talent to fill them. That’s why Lisa Frank, human resources consultant and CEO of LBF Strategies says employers need to do
40 // May-June 2021
organizations to help educate and promote their high- ly-skilled, well-paid and in-demand jobs and great career opportunities. It is also key to establish a partnership with trade and technical training schools to tap in to their resources and graduates to help fill their hiring needs. “There are many opportunities here such as, attending campus career fairs, conducting company presenta- tions and interview sessions, holding awareness events at the campus or at the employer’s facilities, assisting in curriculum design and in donating equipment or other resources to the school as needed,” Hardie said. “One of the best strategies would be to partner with the schools on scholarship and internship programs to attract the best talent before your competitor does.” What’s more, due to the increasing demand for techni-
cians, Hardie has seen a steady increase in starting wages. “Since the pandemic, we have seen higher starting wages as labor demand has increased,” he said. The reason for this is twofold – the already well-documented shortage of trained technicians, and the added complication of even more senior technicians deciding to take an early retirement. “Again, it isn’t just about the money, it’s what employers can do to attract and retain top talent to their organization,” Hardie said. Slowly, but surely, he believes the message on the skills gap and the huge demand for the skilled trades is finally getting through to many educators.
Automotive Recycling
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WORKFORCE
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