Recruiting & Retaining Young Talent

Thursday, September 26, 2013 at 2 p.m. ET/1 p.m. CT/11 a.m. PT

One (1) RCEP / ACEC Certified Professional Development Hour (PDH) available for all attendees.

As the economy improves, many organizations that have delayed hiring will find themselves in a significant catch-up mode. Even as manufacturers look to expand hiring to meet production and growth needs in an improving economy, there will be a lot of competition to recruit and retain young talent.

This Plant Engineering Webcast will discuss ways that organizations have to re-think their recruiting and retention strategies, such as:

  • Technology is changing so rapidly that employers need to recruit not only for the job that is open but to ensure that new employees can adapt to technology advances
  • Understanding the nuances (both pros and cons) of the millennial generation will be paramount for success in recruiting and retention
  • While temp-to-hire programs have been in vogue for the last several years, they are completely inadequate to tap into the vast number of people who are underemployed due to the past economic crisis. The lack of immediate benefits is a show-stopper for many people who are underemployed. They cannot risk the three to six-month period of having little-to-no health care coverage.
  • Organizations need to take advantage of the pending downsizing of the U.S. military. Specific strategies need to be developed to attract and retain ex-military personnel. These potential employees are well-trained and have proven themselves in the best armed services in the world.

Chuck Parke, University of Tennessee

Chuck Parke graduated in 1985 from the University of Tennessee, majoring in industrial engineering. After a career with companies such as TRW, Snapper Power Equipment, Maytag and Whirlpool, Parke returned to the University of Tennessee to earn his MBA, and in 2007, he accepted a faculty position with UT’s Center for Executive Education. In 2010, he accepted the position of Executive Director – Non Degree Programs at the Center for Executive Education. 

Parke has been heavily involved in UT’s educational support of the aerospace and defense sectors, is lead faculty for many of the leadership development non-degree courses, and is a leadership coach for numerous executive-level MBA participants. He also supports the strategic planning and problem solving events with the Y-12 nuclear facility via a joint appointment.

Bob Vavra, Content Manager and Moderator, Plant Engineering

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