Executive Summary
Ensuring the next generation of tribologists remains a challenge for STLE members, according to results from this month’s survey questions. Competition is strong for young technical help, particularly from the biotech and pharmaceutical industries. STLE members are responding by recruiting directly from universities, implementing intern programs, participating in STEM programs and offering competitive compensation packages. Many hiring companies report that offering STLE membership and ongoing training to a potential hire is an effective inducement. In terms of hiring priorities, respondents stress personal qualities over technical experience or education, as the latter are teachable while the former aren’t. Said one reader: “Industry experience is nice to have, but if you sacrifice personal qualities to get it you’ll probably end up with a worse outcome in the long run.”
Q.1. What is your company doing to attract the next generation of tribologists?
Working closely with universities that have tribology courses/academic research.
We hire talented young people who might or might not have tribology experience, but we immerse them in the tribology environment and use training opportunities both internally and with suppliers to develop their skills.
Big question! We have an excellent pay/benefit package, but the bigger draw is a forward-looking culture that offers opportunities to explore and create. Training, R&D projects and customer interaction are all tools used to provide that culture.
The next generation of tribologists is not something we have thought about. We are an oleo chemical firm, and our goal is to participate in this area to first profit but also use well-established chemicals to make better, sustainable formulations. At 35, I am the youngest scientist in my firm. I am open to ideas! We generally find attracting new young scientists to the bench is difficult for oleo chemicals, not just tribology. Young scientists want to do bio tech and drug development. The real fun is in polymers and lubricants! I learned this lesson far too late!
Lectures.
Interns every summer and Christmas break. Also attending the Auburn University Tribology summit.
Internal mentoring, promoting networking such as STLE.
Students sometimes participate in tribological tests.
Modernizing our lab, reaching out to recent grads.
Our managers are not doing much. They think having an infinite supply of engineers will somehow make up for not hiring tribologists.
Using college interns.
We hired our most recent chemists straight out of college and trained them on the job and through STLE educational events and resources. We were looking to fill an entry-level position, but thought that trying to find a ready-made tribologist was asking too much of an already over-taxed educational system.
Impart knowledge and the importance of technology to aid the tribologist.
Not enough! We hold internal tribology training sessions each year, but that does not help the next generation. Our tribology group supports one undergraduate engineering student group in their design project each year.
Attracting a skilled workforce in our company’s location is extremely difficult. To enhance the skills of our existing workforce, on-the-job training has proven the best solution (the lack of skilled workers limits our ability to offer training classes).
Supporting programs such as the Auburn Tribology Symposium and local STEM programs.
We are trying to hire lubricant sales personnel, but it is very difficult. We are a small organization.
Mentoring staff members within the organization. Learnerships offered to internal staff members and externally to people outside of the company with the possibility of permanent employment on completion of the learnership. Establishment of a skills-development committee that identified individuals within the company for further educational development. Company-sponsored tertiary education programs where staff members are afforded the opportunity to study for a degree or diploma that is in line with the company’s core function—condition monitoring/non-destructive testing/engineering/chemistry, etc. We host students from universities at technical events and expos to give them exposure to our industry.
Support STEM programs nationally, support university education through lectures and thesis projects. We also run doctorate projects to some extent.
Strengthening the core team on lubrication best practices.
Long term, in-house training of new graduates.
Offer good salaries and privileges.
We hire interns every other year who typically are part of a tribology program.
Training technicians.
Nothing at this time. We believe that people should have a broad spectrum of interest and experience that would include tribology, chemistry as well as mechanics and more.
We are bringing on people who are not absolutely necessary with the idea of training them over time.
Attractive work environment: competitive pay, flexible hours, benefits.
Nothing! We rely on hiring people who are already trained. As a smaller company, that is the reality for us.
Does your company participate in outreach programs to attract new talent?
Yes
50%
No
50%
Based on responses sent to 15,000 TLT readers.
© Can Stock Photo / peshkov
Q.2. What qualities do you look for when hiring young technical people?
Excellent technical skills is standard (numerate, scientific discipline, etc.). Ability to work under pressure, delivery orientated, commercial thinking, leadership potential as differentiators.
We are a large company with various roles in the technical field.
We look for a technical degree, a high level of motivation and experience with doing research work in general. Those principals can be applied to tribology.
Confident self-starters who are humble enough to take advice and be part of a team approach.
I am looking for those with a winning attitude and great work ethic. Science is tough, and you get knocked down several times before you get a win. You need to bounce back and keep going. I played football in college and majored in chemistry and math. Life was hard. Graduate school was hard. I need good No. 2 players at my side who are willing to learn and chew on (gnaw!) and digest these concepts and tools. I want to train them so well that I know the research is in good, capable hands. Confidence is key. What did you wear to the interview? Telltale sign.
Creativity, motivation, fundamental knowledge.
Usually good attitude and aptitude, then look at their work background or experience.
Attitude and cultural fit/work ethic.
Reliability, self-starter, communication abilities.
They always recruit from the same universities, and they look for young graduates who will just do what they’re told without question. Critical thinking and challenging poor management decisions are not appreciated.
Be able to make CAD documentation, interpret the results of standard strength calculations, write numerical procedures using popular software.
Excellent communication skills, self-motivation, strong work ethic.
Being able to consolidate more work in one person.
Self-motivation.
People with electrical and electronic skills.
An open mind and a willingness to change management.
Potential. Good mechanical engineering grounding.
A working knowledge of fluid power (skilled labor is difficult to find locally).
Passion for the field. We can teach them tribology and lubrication, but we cannot teach them passion.
Able to relate to people. Have good mechanical aptitude. Have a technical degree or comparable working experience.
Smart and cheap.
Innovation capability and industry.
There is a minimum qualification for the key technical roles (lube analyst/diagnostician/technical support), but there is more of a focus on hiring for attitude than education. Skills and education can be developed—attitude is inherent. We look for candidates who are goal orientated and disciplined.
Reliability, precision, eye for detail.
Actually more problem solvers than project builders.
Skill and ability, a passion for technology, a long-term interest in learning and achieving.
Someone who is technically competent and has sales skills.
Basic technical qualification with five years of industrial experience.
Graduate degree in our specialty. Willing to provide hands-on field work with an ability to think analytically.
Good foundation of technical knowledge. Willingness to learn. A proactive team player.
Top university, high academic qualifications.
Best qualities, technical people.
Academic records and employment records.
Work ethic, honesty and, if possible, a background in tribology.
Organized logical thinkers.
Inquisitive persons who are willing to learn and not be afraid of getting their hands dirty.
Willingness to learn.
Self-motivated with entrepreneur mindset.
Knowledge of performance specifications, chemistry, applications and testing methods. Most important is a desire to learn, grow and gather knowledge beyond the walls of the company. STLE publications, events, webinars are a great benefit to the individual and the company.
What outreach programs have you or your organization participated in?
STEM events
45%
Scholarship programs
33%
Internship programs
61%
Hosting college or high school society technical events
30%
Based on responses sent to 15,000 TLT readers. Total exceeds 100% because some respondents chose more than one answer.