One of the commenters on part 1 of this post, The Optics Workforce Pipeline, suggests that the shortage isn't in technicians, it's in higher-level engineers. He points out that engineering is competing (and losing out) against medicine and law. True, and whether it's technicians, engineers, or both in your city, we need to keep more kids interested in STEM (science, technology, engineering and math).
There's a lot of emphasis on encouraging girls in STEM. This isn't my feminist platform--improving the early and alarming rate of girls dropping out of elective math and science courses would dramatically increase our supply of talent.
There's a lot of research, curriculum changes, STEM-focused games and programs in schools, and for parents to improve these rates. But as a business person with little time and a need for ROI, what can you do to increase the number of qualified high school and college grads to fill your 1-5 year workforce needs?
1. Sponsor or support programs like FIRST
FIRST is a national organization dedicated to inspiring young people to be science and technology leaders, by engaging them in mentor-based programs that build science, engineering and technology, and leadership skills.
These programs start in third grade, with Jr. FIRST Lego League, where third to fifth graders design and build a solution to a specific problem, using Legos and a motor. These kids are too young to improve our short-term needs, but I coached this year to:
a) spend more time with my third grader (volunteerism is seldom totally altruistic--if it fits your goals, it'll stick.)
b) work with kids at an important developmental turning point, before they're discouraged.
At the high school level, the FIRST robotics competition is fierce. With a growing fan base, the “nerdier pursuits” are getting the attention they deserve. Tech company volunteers work with the kids to build robots that compete in battles, basketball games and other challenges. These are college-track kids with loyalty to the tech companies who’ve sponsored and guided them.
2. Speak to the high school classes or offer a tour
Raise awareness of the opportunities you offer by getting in front of science and technology classes during their sophomore and junior years. Bring your most approachable young 20-something employee. Bonus points for tattoos or pink hair.
3. Create a shadowing and internship program
Between OSHA and ITAR, bringing in teenagers under 18 can be tricky but very effective. In shops like these, interns can help in roles like cleanup and front-office support.
In all of these, companies who make a impact on the quality of their candidates are selling on opportunity (like availability of training and tuition assistance), and culture (innovative, chance to do work that's cool and matters, fun).
What else are you finding to be effective recruiting tools?
