What innovative strategies or approaches have you implemented to attract top supply chain talent to your organization? Please provide specific ideas or suggestions.
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In my previous company, we had an apprenticeship program that allowed students to work for us while we paid their tuition. They graduated with an associate's degree in supply chain and could then pursue a four-year degree, all financed by the company. At PagerDuty, we work with employee resource groups like Patriot Duty to tap into the military's logistics program. We help veterans translate their military skills into a business setting, which is very rewarding and helps fill our talent pipeline.
We have a campus recruiting program where our talent acquisition group visits universities to attract talent for our intern program, which can last up to three years. Our CFO encourages job rotation, even for interns. For example, finance interns have opportunities to work in sourcing, accounting, and other roles under the finance umbrella. This approach helps them decide which function they want to specialize in, making it a great way to attract and retain talent.
As a startup company, we've partnered with local universities within a two-hour drive of our factory. We meet with professors and department heads to discuss our specific needs as an electric vehicle manufacturer. This has led to strong relationships and even involvement in crafting syllabi for engineering coursework. This approach has been a great resource for identifying talent, especially for internships. Bringing in interns allows us to mold them according to our business operations while they are still eager to learn.
I agree on partnering with universities. We are doing the same and embedding our DNA into the curriculum. Additionally, we work with hospitals, nursing schools, and medical schools to ensure our products are visible early in students' careers. This brand familiarity is crucial. We also bring back alumni as ambassadors to campus recruiting events to build networks and encourage applications. Internally, we focus on word-of-mouth recruiting and increasing referral payouts. Sustainability is another key point, as younger talent is very focused on what the company can do for them. We hold sessions to explain the benefits of working with us.
In addition to university collaborations, we are seeing a trend in countries like Japan and Singapore to bring back retired workers. This helps retain talent and knowledge and allows for reverse mentoring, which benefits the next generation of supply chain professionals.