Insights into the forces shaping our industry.
Workforce Development Insights from NAED Eastern Regional Event
Hiring Advice, Industry Commentary
At the recent NAED Eastern Regional event, two key sessions focused on workforce development: Bridging the Gap to Tomorrow’s Workforce and Roundtable Discussion: Shaping Workforce Development for the Industry. Below are key takeaways from the Bridging the Gap panel discussion, featuring Dr. Colleen McClure (University of Alabama at Birmingham) and Evan Vestal (Texas A&M University).
Internships as a Pipeline for Talent
- Internships are critical in attracting young talent to the electrical distribution industry.
- UAB requires internships for industrial distribution degrees, emphasizing their importance.
- Companies should collaborate with local colleges, community colleges, and trade schools to develop internship programs.
- Internships are a cost-effective solution compared to a bad hire; typical compensation is $25/hour for 40 hours per week over 8-10 weeks in summer.
- Structured programs help assess performance and fit before making a full-time hire.
- Interns should rotate through different company segments (logistics, customer service, administration, and support roles) for a well-rounded experience.
Understanding the Younger Workforce
- The younger workforce is accustomed to a stop-and-start workflow, similar to academic semesters.
- Employers should provide structured, periodic feedback (e.g., quarterly performance reviews) to align with their work style.
- Formal mentorship programs are essential:
- Mentors should NOT be direct supervisors.
- Mentors guide career development, career path timelines, and conflict resolution.
- Young employees often need guidance in understanding benefits like health insurance, 401(k), stock ownership (SEO, ESOP), and financial planning.
Company Culture & Retention
- Companies should clearly define their culture and values to help younger employees see where they fit.
- Community involvement and work-life balance play a significant role in employee retention.
- Companies that support personal growth and flexibility tend to retain employees longer.