How to Attract Skilled Professionals

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐟𝐨𝐫 𝐈𝐨𝐓 𝐢𝐧 𝐌𝐚𝐧𝐮𝐟𝐚𝐜𝐭𝐮𝐫𝐢𝐧𝐠 As the manufacturing industry increasingly embraces the Internet of Things (IoT), the demand for skilled professionals capable of integrating and managing IoT solutions has surged. From my experience as a recruiter specializing in cutting-edge technology roles, I’ve recognized the critical need for creating a sustainable talent pipeline to support this transformative shift. IoT technology is revolutionizing manufacturing, enabling enhanced data-driven decision-making, increased operational efficiency, and the development of new business models. Strategies for Developing a Sustainable Talent Pipeline: ➡️ Partnerships with Educational Institutions: Collaborating with universities and technical schools to develop curricula that include IoT technologies, applied data analytics, and cybersecurity can prepare students with the skills needed for modern manufacturing roles. ➡️ Apprenticeships and Internships: Offering hands-on learning opportunities for students and recent graduates can help bridge the gap between theoretical knowledge and practical application, while also allowing companies to train potential employees in specific skill sets. ➡️ Professional Development and Continuous Learning: Investing in continuous education and certification programs for current employees not only helps keep skills up-to-date but also aids in retaining top talent by showing a commitment to their professional growth. ➡️ Cross-Functional Training: Encouraging existing employees to develop skills in IoT applications through cross-training can help diversify the skills within the workforce, promoting a more adaptable and versatile team. ➡️ Recruitment Campaigns Targeting IoT Skills: Tailoring recruitment efforts to highlight the exciting opportunities in IoT within the manufacturing sector can attract professionals from different technological backgrounds who may not have previously considered manufacturing as a career path. ➡️ Leveraging Online Platforms for Global Reach: Utilizing online learning and recruitment platforms can extend the reach of talent acquisition efforts globally, bringing in fresh perspectives and diverse skills that are crucial for innovation. The integration of IoT within manufacturing is not just a passing trend; it's a pivotal part of the industry’s future. By establishing a robust pipeline of skilled professionals, companies can ensure they remain competitive in an increasingly technology-driven market. If you’re a professional specializing in IoT, or a manufacturing firm looking to develop your workforce capabilities, let’s connect. Together, we can explore how to effectively build and utilize a talent pipeline that not only meets the current demands but also anticipates future technological advancements.

I recently had an enriching conversation with Deliana Munoz on the AirDnD podcast, where we explored the art of identifying and attracting the right talent for your business. This discussion got me thinking – are we using the same strategic approaches to find our ideal employees as we do for targeting our ideal customers? At Solutions by Maya, we believe that attracting the right talent requires the same level of precision and strategy as targeting the perfect customer. Here are a few methods we use: Defining Core Values: We begin by clearly defining our business's core values and mission. We seek out candidates who not only possess the right skills but also resonate deeply with these values, ensuring a strong cultural fit. Thorough Research: Just as we analyze where our ideal customers are, we research where our ideal candidates spend their time. This includes specific job boards, industry forums, and professional networks. Crafting Targeted Messages: We create job descriptions and recruitment campaigns that speak directly to the career aspirations and professional goals of our ideal candidates, similar to how we tailor our marketing messages to attract the right clients. Personalized Engagement: We engage in personalized outreach, highlighting how candidates can grow and thrive with us, much like we show our clients the unique value we bring to their businesses. Your Turn: Are you applying the same level of thought and strategy to attract your ideal employees as you do your ideal customers? How do you identify and target the best talent for your organization? Let’s share insights and elevate our talent acquisition strategies together. Solutions by Maya #TalentAcquisition #Leadership #HR #EmployeeEngagement #BusinessStrategy #AirDnDPodcast #SolutionsByMaya #HiringStrategies #TeamBuilding #ProfessionalGrowth

Recruiting is easy, but most people suck at it. I’ve hired more Coaches than the NBA, NFL, MLB & NHL combined to join an unknown startup. Here’s the blueprint I used to attract A+ talent: *** First, some context. All of this is predicated on the assumption you’ve established a scorecard. Identify the values and skills necessary for success in the role. 49% Skills : 51% Values It’s okay to flex on skills. NEVER compromise on values. Now, to the interview 👇🏽 *** Form A Tribe Do your research to find common ground. Dive into their profile. Any mutual connections? What are they sharing on social media? Connect the dots early, so they feel like you’re “one of us”. *** Don’t Be A Robot Ideally, it should *feel* casual. They’re interviewing, but it’s you who’ll need to get them hyped to join your team. Do that, and you’ll also uncover red flags if they have any. *** Listen! Build off what they share to show you’re listening — Collect Dots. When it’s time to close — Connect The Dots. This isn’t a job, it’s a path to their dream. Paint a picture that aligns with *their* vision. *** Coach Them Up Neither party benefits if your candidate is overtly nervous. You’re interviewing them, but if all goes well you’ll need to sell. To identify talent, you need an accurate representation of them at their best. If it takes a little coaching, help them along. *** No Fluff Questions Everyone has their go-to character revealing questions. It’s all bullsh*t — full stop. Ask a BS question, you’ll get a BS answer. Instead, dig deeper. Ask for examples. Be specific, and you’ll learn about their values, skills, and self-awareness. *** Focus On Their Journey We’re wired to tell stories & there’s none we love more than our own. Reliving their hero’s journey will put them in flow state and you’ll learn who they are. If they can’t get passionate about their own story, it’s a ‘HELL NO’. *** “Tell Me More...” Inevitably, they’ll say something surface level; catch themself & stop. Show genuine curiosity. Ask them to elaborate. Example: When given the chance, do they slam their old boss? This is a tell. *** Show Your Warts Don’t oversell. Help them make an informed decision. Be upfront about what sucks, and where they may struggle. Superstar or not, if that’s not what they want, it’s not a fit. Example: I tell candidates, “this will be the hardest job you’ll ever have…” *** Tell Compelling Stories •Your story •Founder story •Company story We’re all moved by the power of a good story. Talented people don’t care about WHAT you do. They care about WHY. And, WHO they’ll be alongside. *** Win With Us, Or Watch Us Win The most savage thing I was told while deciding to join Future: “I’d hate for you to read about us one day.” Recruit with this mindset, and you won’t need to sell… *** Recruiting and hiring is my superpower. If you’re a founder struggling in this area, shoot me a note. I’ll tell you what I know.