Priming the Pump: What to Do When the Talent Well Runs Dry

The water sector is on the cusp of a new era. Whether it be aging infrastructure requiring upgrades, the ever-evolving regulatory landscape, or resiliency needs - many factors are sure to lead to a surplus of projects and influx of funding. But how does our industry define the current workforce challenges, broaden its workforce, and recruit technical staff to successfully accomplish the work? New and innovative recruiting approaches are required if we as an industry are serious about not only meeting the demands of today but getting ahead of what is coming next. This presentation will discuss a few strategies to mitigate workforce challenges. Awareness of the Workforce Challenges Facing the Water Industry Before one can effectively address a problem, it is imperative that the problem in its entirety, be defined and understood. To this end, awareness of the recruiting challenges we face in the water industry is the first step to solving the problem. Whether it be a talent shortage driven by decreased college enrollment, an aging technical workforce, or fiercer competition from market sectors who previously 'swam in their own lanes', we must identify the hurdles our industry is to overcome if we hope to better equip ourselves to service the critical industry in which we operate. This presentation will stress the importance of awareness, as well as discuss strategies for raising it. Broadening the Water Workforce Broadening our water workforce is a key strategy for creating a more sustainable workforce and this presentation will outline multiple methods for doing so. This will require focusing on public awareness and outreach to foster a positive public perception about what we do and why 'work in water' is worth it. Promoting the water industry as a rewarding and sustainable career path starts with outreach using creative strategies like social media, team-building events, etc. Embracing diversity is also critical to broadening our workforce and offers several benefits that will be explored in the presentation. For example, a commitment to diversity, equity and inclusion has been found to increase innovation, creativity and strategic thinking. Building on this, employers could partner with career centers, technical schools and community colleges to engage diverse, non-engineering backgrounds and develop alternate technical career paths that don't follow the traditional engineer to project manager pipeline. Recruitment Strategies Recruitment in today's world is not just a human resources activity, but a collaborative effort of many within the organization. This presentation will provide a look into the modern recruiting landscape and offer tips for improving it - from the perspective of both the employer and employee. The traditional process of 'job post', 'interview', 'hire' and move on to the next candidate is outdated and no longer effective. It is important that employers implement a multipronged approach that includes clear company branding, attendance at industry and networking events, participation in job fairs to seek and engage with potential candidates, as well as offering a robust compensation package. From employee ownership plans to remote work opportunities, there are many factors to consider when it comes to a comprehensive job offer package. This presentation will provide insights into what employers and candidates are really looking for in today's workforce and ideas to adapt recruitment strategies to attract talent or land that perfect job.