In recent years, there has been a surge of movements urging businesses to do more to help the environment. Many businesses are taking a variety of actions to reduce their carbon footprints and transition to using more renewable energy.
The automobile industry is joining the recent push to develop electric vehicles. However, finding people with the right expertise to support their expansion is now the biggest issue automakers who want to go green are facing.
Employers in the auto industry must come up with innovative ways to attract the right workforce, which will effectively help fulfill the company’s objectives.
Here are five factors to take into consideration when recruiting top tech talent:
Develop a culture that is appealing
In today’s market, engineers may be more inclined to join already-established car companies, but the world of electric cars requires a different set of skills that revolve around software. Companies need to work on answering the question of how they will attract a software engineer to join them rather than a traditional IT company.
The key lies in developing a new culture with deeply engrained values that is able to convey the right message and persuade talent that they are just as innovative as high-tech companies in the Bay Area, which have emerged as their rivals in the race for expertise.
Newer electrical vehicle companies have an advantage in the sense that they are less restricted by the ingrained philosophy that is present in a legacy company and thus are able to easily build an attractive work environment.
Recognize that you’re a tech company
Experts claim that in order to penetrate the competitive job market, leaders of EV companies need to shift their point of view and realize that they’re in charge of a tech firm that produces cars rather than a traditional car company.
This type of mindset allows them to create an organizational structure that is tech-friendly and also allows them to respond quickly to changing market forces. Lack of proper structure in the company has increased fluctuations among the staff as a consequence. In order to keep the engineers from leaving, there needs to be a structure that offers employees the opportunity to grow and develop their software skills further. When hiring talent, you can always consult with specialists in the field, like this company that offers exceptional battery recruitment.
Provide opportunities for long-term career development
The EV market is still growing each year. Mainly fueled by the new initiatives taken by governments around the world, it’s expected that by 2030, almost half of the cars sold in the US will be electric.
This pressure for companies to comply with new government regulations is a great opportunity for EV firm recruiters to bring in talent. These companies can now offer a great deal in a long-term environment, giving the employees a chance to develop professionally in a field that’s expected to be on the rise in the coming years.
Offer different types of compensation
In the post-pandemic world, people are starting to realize the importance of a better work-life balance, and as a consequence, simply offering a big pay check is no longer sufficient when it comes to hiring employees.
One of the problems that EV companies are struggling with is how to effectively balance the pay scale between senior engineers and recently hired software engineers, whose paychecks typically run higher.
There are numerous ways to tackle this issue—offering flexible hours or four-day workweeks can be a big incentive for professionals looking to avoid burnout and develop at the same time. Another option is offering equity-based compensation, especially for newer firms trying to get into the market.
Create a clear mission and convey it properly
We’re seeing a rise in young people driven by their commitment to social issues. With the recent surge of environmental movements, companies that are devoted to transitioning to green energy offer a greater incentive for young people to join their workforce.
Companies whose values focus on social responsibility align with those of young people who want to leave a positive impact on the world. Employers should focus on creating a clear and concise message that shows their commitment to greener practices, integrity, and sustainability, and such an environment will drive young people toward their company.
Authored by Nemanja Marinkov, PR White Tulip