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Employer Quotes

The quotes below are from employers in this industry: Engineering

They are talking about this topic: Educational Partnerships

 

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The quotes below are about this issue:
Some employers are already partnering with educational institutions through advisory boards and committees. They emphasize the importance of continuing and expanding this type of communication, and they suggest that higher education representatives make on-site visits to businesses.

Employer Quote Region
"I think part of the challenge from an industry perspective is—especially those of a smaller size—is that they're too busy doing their job, doing their work. Taking the time to lead and to actually have this conversation is a challenge for them. I think, for far too long, it was expected that the workforce and the people with skills will just be there. Now, we're in a different time. So, it's really somewhat about educating industry to understand what education can do to fill their demand as well. You can't develop a course or a class and be able to operate if there's no interest or demand on the students' part to actually take those classes and have jobs at the end. I agree with the other employer's earlier comment that the solution is working together to try to reach out." Central
"I think just what you're doing now—getting all three groups together to talk—is important. Education needs to be talking to businesses. And we need to be able to talk to students—to let them know what kind of people we look for and what skills they need. Then, there's a better understanding. We can all work on it together as opposed to separately." Central
"I don't know that we're making our case that there is a need for manufacturing engineering. I like the idea of the network—take this and network with companies and build a network beyond this. I agree that we often get stuck with process rather than action. And we want to move beyond that." Central
"The other thing, I think, is that when it comes to trying to interact with companies, you're going to have a problem with the small companies. A lot of our growth is going to come from the small companies, but you're not going to get them to attend things like this. I think that maybe as [company's] chambers of commerce, we need to do more on-the-ground interviewing with those companies. We need to set an appointment and make the effort to go out and talk to them, to do an interview. Maybe we need some training in order to accomplish that, and a set of diagnostic tools that we could use in order to accomplish those kinds of interviews. I think it's going to take more coordinated effort." Central
"I think another thing to tap into is—I know there's a Minnesota Manufacturer's Association, and they have meetings all the time. So, speaking at those kinds of functions." Central
"So, it sounds like you're looking for more frequent contact with other organizations as opposed to intermittent contact. That there would be regular communication either with the institutions or through recent hires to keep the relationships fresh and keep you supplied with the folks you need." Metro
"I know a number of manufacturing firms—this is more in out-state Minnesota—that have very close relationships with the state colleges in their area and very open communications with them. They speak regularly about,'`This is what I need,' or, 'This is what I'm missing.' I think that is helping them." Metro
"Employer 1: With a previous program, they interviewed people in the industry about what skills were needed. And they talked to advisory boards from a range of firms about what the firms needed in terms of trends and skills. Asking questions like, 'Are there particular applied skills needed—like CAD technology—or is a generic skill set adequate?' It seems like you've got to do that on a regular and ongoing basis. What do you think—every year or every two years?
Employer 2: Yeah, it's like you want to send people out to various businesses and have them watch how people work, and then ask, 'Are the skills that they are using the skills that we're actually training people for?'
Employer 1: You could probably get some of that from the students. What skills are you really using?
Employer 2: And, 'What are you being asked to know during interviews?'
Employer 1: But after they're hired, are you going back to them? Do you say, 'What skills are you using? What skills are you being asked to develop?'"		 Metro
"It is sort of like you're making a product, and you don't have a great idea what the market is like for your product. If you're in education, it seems like that is kind of tricky. I guess it's almost like you want to send people out to talk to the industry." Metro
"It is the relationship with the instructors. It's about us having opportunities to go into their classes. And, I agree that this is not just important at the college level—we employers need to have great relationships with schools at all levels, so that we're helping nurture these students so that they're excited about the opportunities. Manufacturing is where the jobs are, and that's what we want students to know." Northwest
"It sounds like the most productive relationship is one that is more permanent—where there is regular contact between businesses and the educational institutions, whether they're technical colleges or four-year universities. It's not just twice-a-year checking in with each other. It is internships. It is sending papers. It is tours. It is the whole nine yards." Northwest