How Can We Fix STEM Recruitment? (Part 1)
One of the most important things we do at Knowbella Tech is to listen. I would even go as far as to say it is the most important thing we do. Our stated mission is to make researchers lives better, and we can not do that without listening. One thing that researchers, academic organizations and everyone at all levels of the scientific community have highlighted to me is the number of problems they face when recruiting. These problems are not just an issue for hiring managers, but for the staff on the ground who are facing increasing pressure in understaffed institutions.
An examination of the data confirms what I have experienced. According to research conducted by the STEM Education Coalition, “60 percent of U.S. employers are having difficulties finding qualified science, technology, engineering, and math (STEM) workers to fill vacancies at their companies.”¹ In financial terms hiring managers are incurring costs of up to $800,000 a year in open vacancies.² This is money which would be better-served funding science and engaging in activities which grow our economy. If only we could find the people to do it.
The Challenges
Challenge #1: The skill shortage, or finding workers with relevant skills
The challenges facing STEM recruitment are numerous, but the most obvious is locating great candidates for vacant positions. Researchers and scientists play a huge role in growing the economy, and continuing growth in this sector reflects that. In the U.S., the Bureau of Labor Statistics predicts that by 2022 another 1 million open STEM positions will be added to the job market.³ Demand already outstrips supply which means locating skilled workers will only become tougher. This problem is exacerbated when you consider the fact that women make up 47% of the U.S. workforce but only 24% of STEM jobs.⁴ In the U.K. that figure falls to 14.4%.⁵ This shortage creates a global battlefield for talent. Thus, companies need to build their future workforce now. Professional sports teams start scouting and recruiting talent as early as grade school. Tech companies are no different. Especially if they want to be world class and remain competitive, they will have to step up to this challenge.
Challenge #2: The skills mismatch
Despite the overall shortage of workers, there are still great candidates who struggle to find work. When that person is you, it can feel as though the whole world is working against you. Fewer than 50% of STEM degree holders are working in STEM while 33% of people working in STEM do not hold STEM degrees.⁶ One example of “mismatch” is in the Postdoc world. I have come across many Postdocs that have incredible talent but have languished in their Postdoc work and find it hard to make the leap into the corporate world.
Challenge #3: A stressed workforce leads to staff retention issues
Simple economics leads us to the third issue. Increased demand drives up wage costs. While this may have a short-term benefit for the workforce, there are downsides too. When staff shortages occur, employers look to their existing team for more, and this can push some employees to the breaking point.
Challenge #4: The cost of recruiting (and failing to hire) will increase
The financial cost of open jobs for employers is huge, but I believe the human cost, although it ca not be directly measured, is almost as high if not higher. In any case, reducing the cost of recruitment would have a net benefit to science.
Challenge #5: The quality of information is poor
Lastly, the quality of information which Line Managers, HR Managers, and CEOs are presented with is simply not fit for purpose. Poor information adds time to the hiring process. LinkedIn is the most popular online hiring resource, and only half of its members are active monthly.⁷ Other profiles go much longer without an update — quite simply, the information is old or out of date, stale. Hiring managers are asked to accept on faith that the information on LinkedIn is accurate, while features such as endorsements are open to gaming and potential abuse. Have you ever been endorsed by someone that you do not know? Or, for a skill-set, that you do not have?
Counting The Cost of Failure
The cost of failure is high for all involved. There is the business cost, the personal cost and the cost to society as a whole. The cost to business is the easiest to put numbers on, but the personal and societal costs are just as important. Science plays such a vital role in driving our economy and benefiting lives that it is vital we look after the people who make it happen. STEM workers are our future.
What Next?
First, I think it is important for all of us not to be overly pessimistic about STEM or the future of science. There are very serious challenges we need to meet, but there are also massive opportunities. In my next piece, I will take a closer look at what companies and legislators are already doing to attempt to meet these challenges and what else can be done to close the STEM recruitment gap.
Citations:
1. STEM Education Coalition, “STEM Education, Good Jobs and American Prosperity”, (http://www.stemedcoalition.org/wp-content/uploads/2016/11/Note-Memo-to-President-Elect-Trump-Transition-on-STEM-Issues-11-28-16.pdf), November 2016
2. Maurer, Roy. “Training People for Jobs to Fill the Skills Gap”, Society for Human Resource Management, (https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/training-people-for-jobs-to-solve-the-nations-skills-gap.aspx), September 2017.
3. Reiss, Robert. “Chemours CEO Shares How STEM Education Holds Key To Jobs Of The Future”, Forbes, (https://www.forbes.com/sites/robertreiss/2018/07/22/chemours-ceo-shares-stem-education-holds-key-to-jobs-of-the-future/#3a676e260fe7), July 2018.
4. Noonan, Ryan. “Women in STEM: 2017 Update”, United States Department of Commerce, (http://www.esa.doc.gov/reports/women-stem-2017-update), November 2017.
5 Giddy, Denise. “The new normal: perceptions are key to women’s participation in STEM”, The Engineer, (https://www.theengineer.co.uk/women-engineering-stem-perceptions/), August 2018.
6. Wilson, David. STEM Workers: “Shortage or Skills Set Mismatch”, Wilson Consulting Services, (https://wilsonconsultingservices.net/wcs_stem_17.pdf), December 2017.
7. Aslam, Salman. “Linkedin by the Numbers: Stats, Demographics & Fun Facts”, Omnicore, (https://www.omnicoreagency.com/linkedin-statistics/), January 2018.
