In this episode of Supply Chain Chats, Lisa Anderson talks talent with Joe Van Tassel, Managing Principal at Integress, a recruiting firm specializing in technical and engineering roles. From the shifting priorities of mid-market companies to the red flags leaders should watch for, this is a must-watch for anyone responsible for hiring, building or retaining a high-performing team.

They discuss onshoring/ reshoring, the advancements in technology, and what that means for talent. Joe mentioned the key manufacturing skills such as welding that have diminished as companies sent products overseas in search of low-cost labor. Now that manufacturing is expanding at a rapid rate with the impact of the tariffs, geopolitical risks, and desire to better control critical supply chains, there is a surge in manufacturing and a need for supporting talent and technologies. For example, companies are automating, using robotics, and rolling out vision systems, and so they need software engineers, maintenance, and other manufacturing and supply chain technical resources. 

Companies must stand out from the crowd to attract the best talent. Since it is a noisy environment, and so companies must think about how you are reaching out and trying to attract people. As artificial intelligence is rolled out, it is even more important to stand out with your brand and culture. Joe talks about a few ways to attract people with cool products, interesting projects, and/ or consistency /longevity. You can appeal to people in several ways. Put thought into it. To learn more about company culture, refer to our evergreen article, “What is Your Company Culture?“. 

In terms of artificial intelligence, companies are still trying to figure out how to deploy it. From a recruiting perspective, applicant tracking systems are using AI to screen resumes and people. Unfortunately, AI is a partial cause of a communication disconnect and so pursue AI while also standing out by going “old school”. According to Naisbitt, high tech requires high touch. 

Whether you’re facing a talent gap or rethinking your workforce strategy, this conversation delivers real-world insights on the talent landscape, what leaders need to know in today’s talent landscape and what they should be considering for the future.

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