According to the US Chamber of Commerce Foundation, the last decade has seen a 34% growth in jobs requiring STEM expertise in the United States.
A Deloitte 2021 report shows a 79% increase in STEM jobs since 1990 and projects that 3.5 million more will be needed by 2025. The shortage in science, technology, engineering, and mathematics workers is slowing down industries reliant on these skills.
To help cover this gap, a US firm, CDM Smith, a privately owned engineering and construction firm based in Boston, launched a program in 2019 called Reboot Re-Entry Program, designed to help STEM workers get back to their careers after experiencing two or more years of hiatus.
Workers sometimes leave their fields for many reasons—to start a family, serve in the military, take care of sick loved ones, or change careers. When it is time for them to return to the workforce, the gap in their resumes is proving a challenge for them and their prospective employers.
The Reboot Re-Entry program is designed to help these workers get back into their STEM fields, which are currently facing a shortage. The program screens candidates with a caveat to ignore the work gap. If accepted, candidates work for the firm for 16 weeks in a temporary capacity and are paid according to their education and experience. The firm initiating this program claims it a success, boasting a 100% conversion rate for the candidates receiving offers.
Encouraging results for both employees and employers
“A lot of (participants) have found it’s like riding a bike,” continues Lucas. “They’ll pick things up really quickly, or things will just come back to them, which is excellent. (For) the ones who have been gone 10 to 15 to 20 years, a lot of the knowledge is still the same,” says Julie Lucas, who manages talent acquisition programs at CDM Smith.
Another way to fill the skills shortage gap is through internships, particularly in the engineering and construction industry.
For students fresh off their courses and looking to apply what they have learned in the real world, internships are a great way to jumpstart their careers and improve their chances of getting a full-time job.
Internships are a two-way street, benefitting both students and employees. For interns, it reinforces what they learn in the classroom. It gives them invaluable skills like time management, working with others, problem-solving, and communication that they otherwise will not get from being in a classroom alone. It allows employers to gain fresh perspectives and ideas that add value to the workplace.
CCE magazine offers ten reasons why the construction industry should offer internships. The article notes that an apprenticeship program ensures the industry’s vibrancy and resilience and is a practical solution to address skill gaps, boost productivity, and mold future industry leaders.
- Talent Pipeline Sustainability. Apprecnticement offers the employer a continuous stream of skilled workers to fill the sector’s demands.
- Theory Meeting Practice. Employers benefit from fresh perspectives and innovative solutions that interns bring by being exposed to the latest educational resources and techniques.
- Boosting Company Culture. An internship program enhances a company’s culture and public perception.
- Staying Technologically Advanced. Interns are often more familiar with the latest technologies and can introduce these innovations to their workplaces, helping companies remain competitive.
- Fostering Innovation. Interns can inject new ideas and creative approaches into their roles, encouraging creativity and continuous improvement within the company.
- Financial Incentives for Employing Construction Interns. Some governments, like the UK, offer incentives and support for employers who take on apprentices. These initiatives can provide financial benefits, making companies hiring and training interns feasible.
- Solving Skill Shortages. Addressing Skill Gaps and skills shortages in the engineering and construction industry.
- Productivity Boost. Interns’ eagerness to learn, contribute, and enthusiasm increase productivity and efficiency in the workplace.
- Developing Future Leaders. Interns and apprentices have the potential to become future leaders. Investing in their development ensures a pipeline of skilled professionals familiar with the company’s culture and operations.
- Cost-Effective Training Solutions. Apprenticeships offer a cost-effective way for employers to train new and existing employees.
Companies and firms are best positioned to help fill the skills shortage and expertise in STEM fields. Creating a company culture that invests in people and develops their skills is also a way to give back to the community by ensuring a sustainable pipeline of talents that the industry needs and develops future leaders.
While this post uses US data, the same issues are present in New Zealand. Developing asset management internships or trainee positions is part of the solution mix.
Source:
Jen, D. (2023, December 14). Firm helps people prepare for the workforce after career breaks. ASCE. Retrieved from https://www.asce.org/publications-and-news/civil-engineering-source/civil-engineering-magazine/article/2023/12/firm-helps-people-prepare-for-the-workforce-after-career-breaks
10 Key Advantages of Offering Construction Internships: A Guide for Employers. (2024, January 15). CCE. Retrieved from https://ccemagazine.com/news/10-key-advantages-of-offering-construction-internships-a-guide-for-employers/
Boggs, G., Mickens Dukes, C., & Hawthorne, E. (2022, October 17) Addressing the STEM Workforce Shortage. US Chamber of Commerce Foundation. Retrieved from https://www.uschamberfoundation.org/education/addressing-stem-workforce-shortage#:~:text=There%20are%20currently%20more%20than,34%25%20over%20the%20past%20decade
Deloitte AI Institute. (2021). A catalyst for diversity Inspiring STEM learning and careers with AI. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/us/Documents/deloitte-analytics/us-ai-institute-AI-for-DEI.pdf
Leave a Reply