We’ve heard it said over and over that jobs in science, technology, engineering, and mathematics are in demand, but there is a lack of qualified candidates to fill them. STEM careers are the cornerstone of innovation in every industry, but there aren’t enough qualified candidates to go around. How can employers attract and retain qualified STEM candidates?
Careers in the STEM fields grew at 3x the rate of other fields between 2000 and 2010 and are expected to grow nearly 17% from 2010 to 2020. Applications from foreign workers for the 85,000 STEM jobs available are roughly double the number of jobs that are available, but there are just not that many qualified citizens to fill these positions. The unemployment rate for these jobs recovered much more quickly during the height of the recession than it did for other employment areas.
Most people with STEM degrees already have jobs and are unaware of new jobs that are available or they are unconvinced by new opportunities. Employers need to stand out from other STEM employers in order to attract the best talent. Good candidates are focused on the future, intellectually curious about how their industry works behind the scenes, seek new information, and they like to break and build things. To attract these candidates, your business must develop an engaging corporate culture, focus on work/life balance, and offer competitive pay.
Many top tech companies offer unique job perks. These can include nap pads for refreshing your brain when you’ve been working hard, free drinks on tap, haircuts, and an interesting meeting space.
When interviewing STEM candidates, you can make the job more appealing by explaining your company’s vision for the future, including them in discussions on projects, intorduce them to the team, and tell them how they can positively impact the company. Learn more about recruiting quality STEM candidates from this infographic.