GTCC GUILFORD TECHNICAL COMMUNITY COLLEGE Catalyst for Success
Aerospace Talent Pipeline Aerospace jobs are plentiful…..skilled personnel are not. We now have a “body” shortage, not a “talent” shortage. ( Abigail Miller | Jul 19, 2019) Employers are in Competition with: -Trucking Industry -Auto Manufacturers -Heavy Industry -Construction Trades -Health Care Industry How Do You Win?
Employers are Reaching Out • Employers are engaging potential talent in new ways, the days of job fairs filling the gap are gone Employers are recruiting non-skilled personnel and filling training pipelines now -Work Study -Apprenticeships -Internships -HS and Military Recruiting
How To Develop a Pipeline…… • Partner with your local Community Colleges • Find the Deans and Technical program directors who can help develop the training needed to transition the non-skilled talent pool for you. (Willing is Key) • Combine Continuing Education with Curriculum upgrade ability to get talent onboard and productive sooner vs. later • Partner with local Four Year Universities for Engineering or Technical talent • Capturing the minds of students and showing them what the opportunities are before they graduate is key • Internships have a high rate of success in future hires
How To Develop a Pipeline…… • Industry Supplies the Technical Experts to Start • By developing the core technical training, linked directly the needs of industry, colleges can build the Curriculum and Labs that will make students productive day one • The training can be used by industry as a filtering method if used as pre-hire or pre-apprentice efforts • Industry can self sponsor, work with NCWorks, or join regional apprenticeship groups already developed
What Else Has to Happen? • You must develop a recruitment method combining the efforts of local businesses, county and state resources Students have multiple options and career paths to take. You have to sell your Aerospace pipeline program to all potential candidates, get them excited and signed up.
Now You have to Maintain It • Build local and regional job/career advertisement into your plan so undecided career seekers take notice. • Help your new partners support you with your needs • “ Build it and they will come” is not reality . De veloped, but not supported De veloped, supported by your by your Marketing Plan Marketing Plan
Key Focus Items • Utilize your local resources, state/regional funding programs can reduce the cost of developing a talent pipeline • Cost reductions in internal training can off-set added marketing • Be prepared to help fund not only job/industry advertisement to influence career choices, but to keep your pipeline full • Be ready to inject talent into the educational stream until programs are developed and stood up (Part Time Faculty) • Grow where the support and resources are available and willing to support • The keys to talent in this tight market are simple; Retention plans and Culture that make people want to stay. Talent pipelines that keep your costs competitive as you integrate them to your culture.
GTCC GUILFORD TECHNICAL COMMUNITY COLLEGE Catalyst for Success
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