Hiring Skilled Workers, Educating Employees Are Biggest Challenges, Say Executives
A panel of four integrator executives said hiring and retaining highly-skilled employees and the lack of a clear educational pathway are integrator's biggest labor challenges currently.
In this report, IPVM analyzes the main issues affecting the industry's labor shortage, according to four recruiting executives, examines key characteristics they look for in candidates, how they are adjusting to the intense competition for quality hires, and where they have been successful and unsuccessful in finding candidates.
Highly-Skilled ********* *** **** ********* ** *******/******
*** ********** ****** **** ** ** tougher ** ******* *** ******-******* ********* in *****'* *** ******, **** ********* and ******* ******** ********** ********* ** hire ******* ** **** **** ******.**** *******,** ******** ** **** ************, **** that **** ** *** ********* *** managers *** ******* **** ***** ****** progression, **** *******, ************** *** ********, making **** ********** ** *********.
***** **** ******* **** ******* ********* difficult ** ******, ** ****, ***** it ** **** ** **** **** company ** ******* ** **** ** labor-friendly ******.
*** ******** *****, *** ******** *** the ******* ******* *****. *** ****, because * *** ** ****** **** built ***** *******, **** **** **** training, **** **** ***** **************. ****'** worked *** * *******, *** *** they're *** *****, ** **** **** to *** **** **** ** *** there.
********** ****** ** * ******** ******** to ****** ***** *** *************** ** the ********, ******* ****,********* *** *** ** *********, ******-***** Paladin ************:
********** *** **** ****** ******* *****. There's * ********* *****. ** ** industry, ** ******** **** ** ******** to **** ** ** *** ** develop ***** ** *** ********. * think **** ****'* ******** *** ** the ******* ********** *** ** ** stay ******. *** ***** **** ** trustworthy ** ** ******** ** * whole.
No ****** ********* ******* ** *** ********
*** **** ** * *****, ****** educational ******* ** ********** ******** ******* was ********** ** *** ** *** primary ****** ** *** ***** ************ industry. ***** **** ******* *** ********** schools ***** ********, ****, *** ***** trades, ***** ************ ** ********* *** an ******.
***** *********,******* ******* ** *****, **-***** *** Systems, ********* *** **** ********* *** into *** ***** ************ ********:
**** **** **** *****, *** ***** people, ****'** ****, *** ****, ******* at ********'*, *** *** **** * job **** ** *** **'* **** 'oh, **** ** *****,' *** ****, brings *** ****. * **** ** be **** ******* ** **** **** that *** *** ******* ***'* *** up ** *** ****.
**** **** ********** ** ********** ********* and ******** ***** ****** ** *** for ****** ** *** *** **** of * *****, ****** *********** ******* into *** ********, ** **** ** critical *** *********:
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'Candidate's ******'
** *****'* *****-*********** '*********'* ******,' ********* must **** ******* ** **** ******. Hudnall, ** **** ************, ********* *** fast ******* ********** *** ***** ** today's ******:
**'* * ********** ******. ** ***** now, **** * ** **** ** a ********* **** ** ***** **** the ****** ** *****, ****'** ******* moved ** ** ******* *****.
*******'* **** ********** ** *** *********** for **********:
***'** *** ** ** **** ******* very ***** **, *** *******, *** keep ******* ******* *** ******* ***********, so **** **** ***'* **** ********.
******* *******,***** ****** ******* ** ********, ***** that ******* **********, **** ** *********, are **** ********* ** ***** *************, especially ** *** ******* ***** ******:
***** ********** ** * ***** ****, you ****, '***, *'* **** ********** the **** ************** * ****,' *** especially ** **** ** **** ****** that **'** **.
******* ** ** **** * ********** market, ********* **** ******* **** ********** than ***** *** **** ********** ****** their *******'* ******* ***** *** *******. Panelists **** ********** **** *** ********* where **** **** **** *** ****** a ******** ********** *** *** **** make ******** ** ***** ****** ****** goals.
***** *********** **** **** ********* *** right ******** ** ********* ** ********, and ********** *** **** ** ** upfront **** ********** ***** **** ** expect, ***********:
*** *** ****** *** ***** ** recruiting ********** *** *** *** **** good ******, *** *** ****** **** step ** *** ****, ** ** they **** **** ** *** * bait *** ****** *** *** *** you ************** **** *** ****** ********** is, **** **** **** **** ***, too.
******* ***** **** *** ******* **** has * **** ** **** ** examining ***** *********:
**'* **** ******* **********, ******* ** a ****** *** ******, *** ** able ** ******* ** ** *** we ******* ******** *** ***********? ** we? *** ** **, *** ** we ******* ** ****?
Key ********* *********
*** ********* ********* **** ** *** key *************** **** **** ***, ********* a ********* *******, * **** ********, and * *********** ** *****. ********* said ** ***** *** ********** *** have ******** ** ********** *** ** their ************ ******** *** *********:
*'*********************'****************************. **** ** * ****-**** *** for ** ** **** *********** ***** building ** **********.
* **** **** ** *** ******** it ** **** ********* *** ****** in ***** ****** **** **** ******* invested ** **********, **** **** * plan.
********* *** ***** ***** ** ********* can **** ******** ** ***** ****** plans *** ****** *******, ** *****.
Word ** *****
******* **** **** ********* *** **** of ***** **** *** **** ********** method, ******* ***** ********* *** ******* to ********* ******* *****, *******, ** family. *** ***** **** ********* **** be *********** **** ********** ********** ** candidates, ******* ************ ** ******* ******* often ******, **** ** ***, ******* word ** *****:
**'* ********** **** ********* *** **** of *****, *** ****, ********* *** culture, ********* **** **'* ****, **** the ********** ** ****.
******* **** ***** *******, **** ** fair *** *** **** ************, **** play * **** ** ********** *****:
****** **** ** ****, ***** *** foremost, ****'** ***** **** ******, ** let's *** **** ***** *** * second. ** *****'* ********* **'* ****** important **** ****** *** * **** of ********* **** **** ** *********, that **** *** **** * ********** and **** **** **** ***********.
*********, ** *** *******, **** "***** 70% ** *** ** *** ******" is **** *** *********.
Networking
********* **** ********* *** ********* ******** relationships *** ********** ******** ** **** employees. *******, ** **** ************, ********* another *****, ******** ****** ************* **** outside **********:
******* ****** ** ** **** * relationship **** **********. *** **** * recruiter ****'* ******* ** ****** ** what *** **** *** **** *** want, *** *** **** *** **** you *** ** **** *** **** you ** *** *** ***** **** you **** **. *** **** *** build **** ************. *** **** ****** meetings, ****** ***** ***** **** ****.
Colleges *** ***** *******
******* ********* ********* ** ***** ******* has **** ********** *** *********, ******* these ******** *** ********* ******* ********** to ******** ****. ********* **** ***** trades, **** ** ********, ****, *** electric, *** **********, ** *****, ** difficult.
**'** *** ** *********** ** ** over *** ***** ** *** ** the ***** ******, ** *** **** school ***** ******, **** ** *******. And **'* **** ****** *** *****. I ****, ***'** *** **** ***** that ******* *** ********* ** ******* with ***** *****. *** ******* ** that ***'** ********* **** *** ******** and *** ************ *** **** *** that, *** ** **** **** ** get ** ***** *** ***** **** guys *** ** *** * ***** and ******.
********** ******* ******** ** **** *********** because ***** ********** *** ******* *** as ******* ** ******* ******** *****. Reid **** *********** *** ****** ***** is ********* ******** **** *** **** those **** **/** ******** ***** ****:
**** *** *** **** ** *** we've **** ****, **** *** ******** and ******* ****** ****** ** **** into *** ********. **** *** ** the ***** *** **** **** ** to ** **** ****, *** ****** in *** ******** **** **** *** in *** *****. *** ** *** people **** ** **** *** ** that *****, **** ** **** **** hang ** *****, ***** *** **** promising ****** *** **** ** ***** up.
*** ******** ********** ** ********** *************, go ****** *****.
**, ** ****** ****** * ****** bit *** *** *********** ** ** initial *****...
**** ***** ** * ******** ** the ****** *** ********** **** *** qualifications *** *** ******* ***, **** you (*** *******) **** **** **** to ****** ** ******** ***** **********. This ***** ********* ********** **** **********, training *** ******** ************, ***** **** be * ****** ********** ** *** also ***'* ****** ** ***** ********* afterwards.
**** ** *** *** ***** ****** fluctuates *** ******** ****** ***. ***** are ***** **** ** *** ** employer's ****** *** *** *** **** pick ** ********** *** ****'* **** to *** ** **** ** *** saved **** *****. *** **'* **** to *** ***** ******* ** ****** retain **** ********* ** ** **** and ******* **** ** ***** ****'* enough *** **** *****. ** **** end *** **** ****** **** ** spend ***** *** ******, ******* ** is *** ** *****.
**** ******** ** ** ******* ** retain **** ********* **** ** **** new ****. ** ********* ** ****** that *********.
**** ******** ** ** ******* ** retain **** ********* **** ** **** new ****. ** ********* ** ****** that*********.
*** *** ****, ********** *** ******* fail ***** ** **** **** **.
*** ***** *** *****, *** **** way ** **** **** *** ******** was ** ** *********. ******** **** it, ******** ********** ** *** ******** made *** ****** ** **** ** go. ******** *** **** ** ***** the *** ** *** ***** *** have *** **** ** ****** ** they *** ****. *** ******* **.
**'* * **** ***** ** ***** industry, *** * *** **** ** that ***** **** *** ****** ********** level.
** ** ********** ******* ** * high ********** ****, ********** *****'* ********* have ******* ********** *** ***** *** retention. ** *** ****, *******, **% of *** ***** ***'* *******. ** comes **** ** **********'* ******** ** go ** ***, *** **** *********** conversations **** ***** *** **** *** checkbook.
** *** ****** ****** *** *****, and *** **** ***** *******, ***** opportunities *** ****** - *********** ******* this **** **** *******. ***'* **** for **** ** *** **** ****** with * ********* *** ***** - as **'* *** **** ****.
**'* * **** ***** ** ***** industry, *** * *** **** ** that ***** **** *** ****** ********** level.
* ***** ** * *****- *** I **** **** **** * *** of *** ***** ******** *** ******** blamed *** *** ***** **** ** motivate ** ****** **** ******, ** create * **** ******* ***********, **** in ********* ***** ***** **** **** or ******* ******* ** **********. *** level ******** *** ****** ***** ******** to ** **** **** ****, *** HR ***** ** **** ****** ************ adept **** *** ***** ** ******** their ************** *** ********** *** ***** managers **** ***** *** **** ** motivate ********* (***** *** **** ****** lies **** *** *** ***** ****** to **** ** ** **********).
*'* *** ****** ***** ****'* *** middle ********. *** ********** ** *** always *******.
** ***- **** *** * ********* presentation. *** *** *** ** *** security ******** ** *****.
* **** ******** ******* ********** ** my ******. * ***** **** *** joined **** ************ *************. *’* ******* more *********** ** ********** ****** ***** I **** ***********! *****’* ** ******** booming **** * ***** *** ***** I ***** **- ** *********- * walked ** ** ** *** ***** it *** * *** ******.
*****. ****’* **** *** **** *****:) Promise.
@*#* ******* ** *** ************* ***** there ***** * ****** *** ** men *** *****. ** *** ********** side **** ********* *** **** *********. I **** *** **** *** **** changing ** *** **** *** *****. Our ***** ****** **** ** **** one ****** *** *** ** **** multiple. ** ****'* ** *** ******* to **** **** ******* *** *******, this **** ******** **** * ***** period ** **** *** ***** **** the ***** ************** **** *****.
* ********** ***'* **** *** ** what *** *** ** **** ** you *** ** *** *** *** were ***** ** ** *** ** it **** ******* *** ******** ******** about **.
***** ** ******** *** **** ** years *** ******* **** ******** ***** as **** ** ****** ******** *********** in ****, ********** *** ** ****** now; *** ****** ***** * ****** is ************ *** ********** ******* ***** good ****** ***** ****** ***** ** skills & ********** *** ***** ****** at ***** ***** ***** ** ************ & ************. ** *** ***** **** Role *** **************** ***** ** ***** basis. **** ****** **** **** ****** to ********* ** ****. **** ** my ********** *** ******* ** **** moved ** ********* ********** ** ****** self ******** *** ***** ******* ** terms ** ***** *** ***********. ********* I ***** **** **** ** ****** their **** ***** ** **** ******.
****** ** ***** ******** ******** ***** see ******* ******* ** ******* & Service ***** ****/******** ** *********** **** be ************.
*** ** *** ******* ********** ** CT ** **** *** ***-**** ************** program ******** ** *** ***** *** a **** ** ******** ********* *********. All ** ***** ** ******** *** does *** ******* *** ****** *** the ******** ****. ** ***** ********* of ******* ** ********* ** *** them ********** *******, ******* **** ** other *********** ********. **** *****, ***** isn’t **** **** ********* ********* *** intrusion *** **** ******. ** **** really **** ********* *****-** ****. ******* in *** ***** ** *********, *** it *****’* ******* ****** *************** ********. It’s **** ** ***** ******* ** program ** ** ****** ** ******* an ********* ******. *** ****’* **** a ******** ** *** **** **** we **. ** **** ** **** these *** ***** ***** *** ** troubleshoot, *** ****’* **** *** **** to ** ** *** *****.
***** **** ***** ***** * ***** on ******** *******. * ***** $*,*** last **** ******* *** **** *** to ******* ** * **** ******** program. ******* ******, *******, *****, **** and *** ******* ******. ** ****’* cheap *** * ***** ** *** worth **. ************* ** **** **** programs, *** *** * ***** **** camp *** *******. ** **** ********* that ************ ********. **** **** **.
** ****, * ******** ****** **** as *** ********* *******. **** ** a ***** ****, *** *'* **** to **** **** *** ***** ** if *** *****.*****@****.****'** **** ** ** *** **** next **** ** ***'** *****. ***** love ** **** * ****** ** you're ****** *** ****!
**, * ** ***** ** "**** guy" *** * ******. * **** most ** ** ******* ******* ****...
Highly-Skilled ********* *** **** ********* ** *******/********* *** ***** ** **** ** pay ****.
*****, ***** **. :)