The recently concluded 2018 Executive Forum was SIA’s largest event to date of CEOs, owners and senior-level executives from staffing firms across industry sectors and sizes.

Engineering has been one of the slowest-growing professional staffing sectors globally over the past few years, yet delegates at our recent conference in Miami Beach, Fla., were positive on their long-term forecast for the sector. However, most engineering firms in attendance agreed that the biggest potential obstacle to sector growth was the lack of available engineering talent.

STEM shortages are a global issue but striking data from US Bureau of Labor Statistics highlights the scale of the problem. According to BLS data, women are sorely underrepresented in the field of engineering; while women account for 44.4% of the total US workforce, they represent only 15.1% of the US engineering workforce.

Click on chart to enlarge.

The prescription for finding and recruiting top talent in an efficient manner is complex, but it is solvable. High-performing staffing firms continue to implement innovative and strategic policies to find and recruit — as well as retain — STEM talent. Whether strategies include partnering with local universities or colleges to develop the next generation of talent or looking at more flexible working arrangements, staffing firms must explore all options.

Staffing firms yet to explore more innovative strategies to grow their engineering talent pool risk being left behind if they haven’t been already.

To compete in a talent-driven marketplace takes an open mind. It’s a new age, requiring staffing firms to think broadly, act boldly and become more flexible with recruiting and retention strategies.

What are you doing to grow your talent base? Please contact me — I would love to hear what innovative strategies you have in place.