Yesterday, during the last few minutes of my video interview with Bill Vick for his XtremeRecruitingTV show, I went on a rant (an enjoyable and constructive one) about the need for improving our "bench strength" in the US in Technology and Science...and how recruiters can make a difference in this critical goal.

 

My contention is basically that The US "starting team" in most areas of technology and science is as good as any other in the world...if not better than everyone else but, when we look over at the "bench" where the support should be, it won't match up to our industrialized competitor nations...or even emerging countries. And this spells disaster long term.

 

The source of my angst is a recent research report from SHRM (Workplace Visions on workforce Readiness No. 2 2008). The data they developed as well as sourced from the Organization for Economic Co-operation and Development (OECD), an international body made up of the world's wealthiest and most developed countries offers the clearest indication yet that the US has fallen behind global competition in preparing young people for jobs for the future.

 

It's worse than that. Of 30 industrialized and developing countries we score dead last. We're behind Croatia and Latvia! Give me a break!

 

We tend to overlook or play down  the problem however because the data seems so counterintuitive. After all, when it comes to our country's productivity, innovation, etc. we still look like we are on top.

 

It's a veneer which the OECD data helps to peel back. When we look at the scores of the top 15% in each country, the US matches the best- Finland, Hong Kong,  Canada, Taipei, Japan and Australia. Its the next quartile and the one after that where the scores drop precipitously that we can see why they war for talent is fought over so few bodies...in the US.

 

 

What can recruiters do? Lots, but it won't be just a short term commitment. As consultants we need to collect and assess the real gap between that quality candidate that we need on the first team and the pool of talent we have on the bench that may never get off the bench.

 

We need to inspire the "first team" to go back into the communities they came from and mentor others to reach a higher standard earlier in their education...and firms need to encourage and support that initiative. That means applying weight to volunteerism as a core value.

 

As experts in observing and sourcing people in specific scientific and technical niches at all experience levels, recruiters have a unique career management perspective about what it takes to be successful over time. They can look for opportuinites to share that with students ( who they may not be seeking for years).

 

Our companies need to lobby for workforce readiness initiatives, company-funded tuition reimbursement programs, company support for career education in local school systems and much more. Knowledgable recruiters can lead by exploring the gaps in their communities, target colleges and nationally and lobbying internally to have staffing drive some of these initiatives.