The Looming Shortfall in Civil Engineering Talent
According to a report by the American Society of Civil Engineers (ASCE), the U.S. will need to replace 25,000 civil engineers each year to sustain its ambitious infrastructure projects.
It’s important to note that this startling number does NOT take into account the enormous number of proposed large-scale projects designed to align with climate goals to keep the global warming temperature increase below 1.5°C by 2030.
With massive undertakings in infrastructure and energy transition on the horizon, the demand for civil engineers is not only unprecedented but critical for future development.
Recruit Often and Recruit Early
What if there was an alternative route to training and recruiting civil engineers that bypasses the traditional four-year college system? Imagine a hypothetical company called Albatross Engineering, directly recruiting promising high school students for potential careers in civil engineering.
These students would enter paid internships, getting company-tailored on-the-job training while earning industry-recognized certifications that may prove to be more valuable to a heavy industry career than the expensive and time-consuming 4-year degree of the traditional engineering career route.
The innovative approach to civil engineering education:
- eliminates student loan debt
- shortens the entry time into the engineering profession
- provides a customized civil engineering talent pipeline for heavy industry companies.
Does our hypothetical recruiting pipeline seem a bit far-fetched? Let’s see how some major league heavy industry companies are resolving the engineer shortage in the highly competitive, real-world hiring arena.
Bridging the Education Gap: The Siemens Success Story
Companies like Siemens have already taken a proactive role in filling the civil engineering gap.
Just like our hypothetical, candidate-challenged Albatross Engineering example, major industry players like Siemens have already taken a proactive role in filling the civil engineering gap.
While they haven’t yet extended their recruiting efforts to high school graduates, their tailored pipeline for civil engineers starts early at the college undergrad level and funnels promising engineering students through apprenticeships to junior engineer roles. It serves as a prime example of how private enterprise can work in tandem with educational systems to address workforce gaps.
Siemens’ SITRAIN program seems to be an educational treasure trove that hits all the right notes for modern industry-specific training. The flexibility in their learning formats—’Learning Journey,’ ‘Learning Membership,’ and ‘Learning Event’—provides a comprehensive approach to continuous, independent, and guided learning.
Siemens’ SITRAIN program stands as a prime example of tailored, continuous education for industry professionals. The program provides comprehensive training solutions that are aligned with real-world industrial requirements. Whether it’s hands-on training on the shop floor, a simulation module, or a theory-intensive classroom course, SITRAIN covers the gamut.
Siemens recognizes that the industrial landscape is rapidly evolving, and to stay competitive, professionals need to update their skill sets continuously. Through the SITRAIN program, they offer courses in various domains like automation, drive technology, electrical installation, and much more. With their global network of training centers, an engineer is never far from a SITRAIN course.
Beyond Technical Engineering Skills
SITRAIN is not just about technical skills. The program also emphasizes soft skills such as project management and effective communication. This dual focus ensures that professionals are not just technically adept but also well-rounded, enhancing both individual and operational performance.
Siemens has partnered with educational institutions to create a tailor-made curriculum that focuses solely on the competencies required in the civil engineering sector. Through paid internships, mentorship programs, and hands-on field experience, Siemens prepares candidates to be job-ready from day one.
That’s a significant advantage when it’s time to fill essential vacancies in the Siemens organization, and the Return on Investment can be surprising when it comes to your own company’s bottom line.
Open Your Human Resource Pipeline With Resource Erectors
It’s not just about filling a seat. It’s about optimizing the entire operation.
The implications of an essential vacancy or a bad hire are far-reaching and catastrophic for heavy industry organizations. At Resource Erectors, we recognize the complexities involved and it’s our aim to alleviate these costly pain points by connecting our client companies with top-tier talent.
The Financial Ramifications: COV (Cost of Vacancy) and Beyond
Calculating COV: The Business Impact of Talent Shortages reveals the immediate financial damage incurred by having a vacant essential position in your organization.
This often-neglected metric can run from $7,000 to $12,000 per day, according to HR strategist Dr. John Sullivan. For companies in heavy industries, otherwise robust financial health can deteriorate quickly if essential vacancies in critical roles are not addressed.
The Hidden Costs of a Bad Hire
Avoiding the High Cost of a Bad Hire in the Mining Industry shows how the problem amplifies when a bad hire occupies a key role. The costs aren’t just financial; they also include decreased morale, diminished productivity, and a tarnished company reputation. A management-level employee making a yearly salary of $68,000 who must be terminated within 2.5 years could end up costing the organization $800,000.
Human Resources Are the Ultimate Resources
As discussed in our blog article Scarcity of Qualified Engineering Talent, the boomer generation is retiring, and a lack of mid-level engineers with 10+ years of experience is becoming more evident. It’s imperative to strategize human resource management, especially when the available talent pool is shallow. Resource Erectors, bringing decades of human resource experience to the table, ensures the optimum matched fit for both employers and professional-level job seekers.
Over 85% of Resource Erectors’ professionals are still contributing to the success of their companies 5 years later, and counting.
Sealing the Cracks in Your Human Resource Pipeline
Resource Erectors’ vast experience in connecting specialized talent with companies can help you avoid the pitfalls of COV and bad hires. Our intricate understanding of the challenges faced by heavy industries enables us to not just fill seats but to optimize your entire operation.
Invest in your human capital wisely. Trust Resource Erectors to connect you with the candidates that will not just fill roles, but excel in them.
Ready to Optimize Your Heavy Industry Operation?
If you’re a candidate seeking to advance in the world of heavy industry, don’t hesitate to check out the available job listings at Resource Erectors to find your next big opportunity. Click here to find your next career move.
For companies in need of top-tier talent, Resource Erectors specializes in connecting the most qualified individuals to fill your essential vacancies. Discover how we can be your ideal recruiting partner.
Questions? For more information on how Resource Erectors can benefit your company or career, contact CEO Dan at Resource Erectors. so we can all get to work.
