There is an imminent shortage facing the engineering field, as Baby Boomers and Traditionalists approach retirement in record numbers. As a result, businesses need to start targeting highly-skilled young men and women to proactively bridge the emerging talent gap.

In our free webinar, we’ll provide valuable insight on the imminent shortage and discuss the best ways to forge relationships with a new generation of talent.


Topic:
Engaging the next generation of engineers: Filling the talent shortage


When:
Tuesday, May 1, 2:00pm EST


Some of the key topics we’ll cover include:

  • The current state of the engineering talent pipeline
  • How the landscape of engineering talent is changing
  • Developing educational solutions and partnerships to solve real-world challenges
  • Ways you can develop your talent pipeline in your community

Presented by:

Jesse Wright, Regional Recruiting Manager, Adecco Engineering and Technical

Jesse Wright is responsible for recruiting efforts across 16 states in the Upper Midwest, he works closely with his team of recruiters to develop sourcing and recruiting strategies that identify technical talent for clients across many different industries. Jesse is a 15-year veteran of the technical staffing industry, having previously held positions in recruiting, sales, national account management, branch management and regional management.

Thor Misko, Vice President of University and Organizational Engagement, Project Lead the Way

Thor Misko focuses on developing new and expanded partnerships between PLTW and post-secondary institutions while working closely with PLTW's University Affiliates. Thor has been with PLTW since 2008. Previous roles and responsibilities have included professional development, post-secondary relationships, as well as Innovation Portal and Collaborative Portal development. He has earned the distinction of U.S. Green Building Council Leadership in Energy and Environmental Design (LEED) Accredited Professional.



HCRI Approved Provider Seal

*The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

Are you diluting the value of your outsourced recruitment process?

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Many enterprises have an outsourced recruitment process solution in place. But is the solution yielding the anticipated outcomes?

Some service providers deliver only an HR back-office solution; meaning their clients outsource only some of the functions within the recruitment process. Others (a select few) deliver end-to-end services, managing the entire recruitment process.

The back-office solution vs. the end-to-end model.

Both models drive a positive ROI, increase qualified candidate traffic by 50 to 100%, and result in more hires than can be achieved by in-house services prior to outsourcing. While both approaches are outsourcing models, clients need to be aware that there is a significant difference. Adecco conducted a study comparing the two RPO solutions alternatives over a four year period. The study found a consistent, recurring theme and pinpointed a pitfall in the HR back-office model, which causes clients to realize only half as many hires as an end-to-end solution yields while also adding costs to the process.

This paper discusses the value-diluting pitfall from the perspectives of the client, job candidates, and the service provider. It reviews how buyers decide which type of recruitment process solution they implement and emphasizes the benefits of choosing an end-to-end solution.

Read more.


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