b'An Aging Industryword-of-mouth among prospec-tive personnel. This is a very tribal, grassroots but effective approach to develop talent in our business.The aging workforce causes a lot of risk for organizations. Its essen-tial to manage the transfer of knowl-edge from senior employees to new ones and stay engaged while re-cruits work through the transfer and become comfortable with their responsibilities.Surviving Adversity and Recruiting Through ItSince Ive been in the business, weveexperiencedsignificant downturns. There have been situa-tions in which it wouldve been eas-ier to normalize profitability by cut-ting the workforce than by making other changes. This is perceived as the quickest way to rationalize the bottom line. advantage in that respect. We havethe next-generation workforce. It But what actually happens is thatprogressive leaders who embracewants empowerment, flexible work-the highest-compensated individu- flexibility. Throughout our organi- ing hours and the ability to pursue als, the ones who have been aroundzation, managers create an environ- individual interests. If you typically thelongestandhavethemostment that promotes an entrepre- stick young, talented people behind knowledge, experience and skills,neurial approach to work. a desk, that doesnt motivate them.often are lost. Even if those peopleIf our industry is going to attract are laid off temporarily, they tendAttracting the Right Workers younger workers, we need to think not to come back. Theres been a paradigm shift. Inlike that generation and pursue it When you have a big financial dip,the past, when you interviewed forthe way that it wants to be pur-its prudent to protect your talent a job, you interviewed with the or- sued. Thats because the success of not just the most experienced staffganization. What can this businessa company depends on the success but the middle talent. These aredo for me as an individual contrib- of employees.the workers who know enough thatutor? Whats the pay? What are theWhen a culture is established that they dont need to start from squarebenefits? Interest now is moving to- involves camaraderie and allows per-one, but theyre not ready to take onward the quality of life. The conceptsonnel to efficiently move through the full responsibilities of a seniorof work/life balance is important tothe organization via opportunities employee. and promotions, modern talent will Besides the question of why tosee value there. The new genera-work in the cutting tool industry, Iabout the authortion of workers has a reputation as think that the shortage of talent isDino Fracassi isjob hoppers, but I think thats an about the allure of corporate work.senior directoroversimplification. I believe theyre Would I want to work at a companyof sales at ARCHlooking for ongoing challenges and that has a lot of bureaucracy andCutting Tools inopportunities to try new things. You a system that may not value me?Bloom eld Hills,can create an attractive environment From a cultural perspective, that sit- Michigan. Forfor that. Give chances for employees uation must change. ARCH Cuttingmore informa- to keep moving within the organiza-tion, call 810-618-7711 or visit Tools legacy culture works to ourwww.archcuttingtools.com. tion, and show that theres room for 40SEPTEMBER 2021SkillGap.indd 40 8/17/21 3:39 PM'