Audubon Companies

Chris Williams

Automation Talent Leader

Attracting and Retaining Skilled Technical Talent

There is certainly a shortage in design-level experience, at all levels across all disciplines. Technical schools/colleges once thrived, but those establishments have now gone out of business for one reason or another.

There is not other wave of designers to fill the aging workforce that designed much of the infrastructure we currently depend upon. While we try to persuade the next generation to embark on this fruitful and rewarding career, the internet and AI have influenced the current generation. I don’t know that we’ll have designers in the near future, as AI will consume the majority of those jobs.

Position Talent and Culture as a Competitive Advantage

OEM’s, largely, have positioned themselves over the years to strategically focus on what they offer: themselves. They have made it very difficult to access their software, their platforms, their guides, etc. However, what they have also done is create a workforce that doesn’t know how to think beyond that spectrum and offering.

  I think, at the end of the day, we all are looking for young people to dive in with a thirst to learn. If you are willing to learn, we will teach, guide, and foster your growt.  

When hiring, I lean towards OEM employees because they don’t have the diversity to excel in this environment. Most system integrators and broad engineering firms pride themselves on the ability to tackle any system, industry, or challenge and be successful.

Building Value through Learning and Experience

I think, at the end of the day, we are all looking for young people to dive in with a thirst to learn. If you are willing to learn, we will teach, guide, and foster your growth. There are always other aspects like PTO, WFH, etc., but those are all extraneous to the real purpose of what we’re trying to achieve. Those are extremely important to young folks these days, and rightfully so. But young folks need to understand that they don’t bring much to an organization until at least 5-7 years in.

Retaining a Strong Workforce

You have to be a team. As a leader, you have to listen to your team and prioritize their best interest, and weigh them against business priorities. Oftentimes, that’s neglected, and both companies and employees suffer. If you don’t have your team’s best interest at heart, they will leave. You have to build trust with them. Most managers won’t go out and be in the “foxhole” with their group. If you want to build a lasting, cohesive team, you have to get in the “foxhole” with them.

As we all know, there is a widening knowledge gap with soon-to-be retirees, next-gen leaders, and up-and-coming technical leaders. Figuring out how to navigate this transition has proven difficult. Culture will certainly play a factor; however, WFH 5 days a week is not a solution. Not diving in and being willing to put in time to work and learn is not a solution. As leaders, we are pursuing those who understand the challenges ahead of us, and if they choose this path, the future is not only lucrative but also rewarding.