In their 15th annual global survey of CEOs of major corporations throughout the world, PricewaterhouseCoopers reported that acquiring and keeping talent remains priority number one for CEOs (View Survey). Skills shortages are leading to a ”talent crunch” like never before. Half of CEOs plan to raise headcount in 2012 while millennials scramble for job opportunities in a tough marketplace.
This situation argues for closer partnerships between universities that prepare students for the marketplace and the businesses that hire and retain them. Over half of respondents to the survey indicate that they are investing in formal education systems and adult vocational programs, but many are turning to employer-led universities to grow their own talent. It seems that Career Center leadership has a significant opportunity to bring value and resources to both frustrated employers and university resources.
University Career Center leaders have the opportunity to position themselves as promoters of these conversations, bringing university resources to bear on employer requirements. As the facilitators of this important “conversation”, Career Center leadership stands to serve their universities, students, and employer partners. We would suggest talking to the employers/alumni with whom you partner most closely, learn about their hiring strategies and determine how to support their long-range plans. If our universities do not help close the widening gap employers are experiencing between the talent they need and the talent available, someone else will.
Let’s share best practices. What strategies are you implementing in your Career Center to close the gap between great talent and employment opportunities?
Contributing Author: Susan Bennett
Meridian Resources University Solutions Blog 