It’s no secret that we believe recruiting and building a talent pipeline is vital for any organization. This is especially true for STEM-centric organizations or positions within any organization which require STEM skills. That’s because some estimates project more than 2 million unfilled STEM jobs in the U.S. by 2018. This will create an extremely competitive environment as businesses fight over a limited supply of qualified candidates.
But don’t take it from us. TalentCulture - a professional and career resources website - recently questioned how seriously organizations are taking their STEM recruitment efforts and offered three big tips for leaders and human resources directors to consider. STEM Premier can help with all three.
1. Build Relationships with Candidates Before They Are Job Hunting
Job fairs are great, but the real forward-thinking organizations are getting in front of talent long before the job search begins. The ability to communicate with students on STEM Premier, as well as post scholarships and internship opportunities helps organizations establish rapport with prospects.
2. Focus on Diversity
Diversity these days is key. The demographic makeup of your company can have unintended and detrimental consequences when it comes to hiring the best talent. A sharp, young female web designer may be turned off by your office’s heavy male population, for example. Use STEM Premier’s search criteria to locate individuals whose background and demographics give your organization a wide variety of unique perspectives.
3. Create Your Own Talent Pipeline
This is the foundation of what STEM Premier is all about. Our platform allows educational institutions and organizations the ability to tailor a recruitment strategy that makes sense for them, find talent based on their specific needs, and communicate with that talent at any point in the process. If you know what you need, we’ll help you find it.