Commercial Integrator September 2022 - 16

AV AS A BUSINESS
It's Time to Invest in Employees Across Generations
Take control of workforce development by cultivating new recruitment paths and providing highly
demanded training and growth opportunities. By Tobi Tungl
ONE OF THE BIGGEST decisions we must
make as leaders is whom we bring on the
team. Successfully recruiting the next generation
- such as members of Commercial
Integrator's 40 Infl uencers Under 40 - to
join our industry requires an understanding
of their attributes, empathy for their
values, and a new way that engages their
interests and preferences.
A great industry example is the NSCA
Education Foundation, which continue
to lead and partner with its members
to accelerate recruitment strategies by
attracting the next generation to our industry.
As the new president of the NSCA
Education Foundation Board of Directors,
I am elated to help our industry look beyond
traditional recruiting methods and
tap into a potential abundance of talent
within schools, colleges, STEM programs
and more.
Younger Career Starters
Many younger career starters have fewer
than three years of professional experience,
and they're seeking the next step
for professional growth. This includes
students who are about to graduate from
high school or college, as well as those
from many other avenues. Many employers
inadvertently overlook this group,
listing job requirements that specify fi ve to
seven (or more) years of experience. This
typically eliminates career starters who
can be trained, developed and grown into
those positions.
Specifi c focus on engaging students
early and oſt en is recommended, including
supporting their education journey
without focusing on any specifi c job
opening. This creates brand awareness,
and it builds relationships that will keep
your candidate funnel fi lled with people
who are eager to learn.
These younger generations are
16
spending less time and money on higher
education, preferring instead to demonstrate
their independence by entering the
workforce directly. Many tend to thrive
when given autonomy, controlling their
own projects and receiving direct accolades
for their work. So, how do we get
their attention?
Organizations will benefi t from embracing
technology as they try to attract
the next generation of employees. This
includes emphasizing social media as a
recruiting tool, utilizing trade-association
programs (e.g., the NSCA Ignite initiative)
and posting to external job boards - not
only to typical career sites. Start thinking
outside the norm and using TikTok,
Instagram and Twitter to engage with the
younger generation.
You also want to stand out from the
crowd and showcase your culture from
within. Company culture does so much to
attract top talent, retain great employees
and ensure people are always performing
at their best. Now that you have a large
funnel of candidates, what's next?
Growth and
Professional Development
Opportunities for professional development
and growth are next. One commonality
among the next generation is
a desire to learn new things and acquire
skills. I am a huge fan of promoting that
we, as individuals, should always be focused
on learning and getting 1% better
every day. Providing on-the-job training
and significant learning opportunities can
be great ways to attract and keep that
next generation of leaders within your
organization.
The next generation has grown up in a
time of constant change. This unpredictable
environment has taught them how to
adapt easily. That's why younger people
Commercial Integrator SEPTEMBER 2022
aren't afraid to change jobs if they see
limited growth opportunities. Oſt en, this
thinking is mistaken for impermanence.
On the contrary, today's young workers
are energetic, outspoken and passionate
about what they do.
Our greatest asset is our people. However,
their value is always determined by
the time and energy that we invest in them.
NSCA has a new program called Next-Gen
Academy, and it focuses on identifying the
next wave of leaders who will guide their
organizations. The fi rst academy is during
NSCA's 2022 Pivot to Profi t conference,
September 19 to 21 in Chicago.
Statistics show that, in the next 10
years, one in fi ve Baby Boomers will
retire. By 2025, Generation Z is expected
to make up roughly 27% of the global
workforce. Those leaders will need to be
replaced with the next generation. Have
you set up your internal workforce to
close those skill gaps?
I'll leave you with one of my favorite
quotes from the book " Drive, " by Daniel
Pink: " Human beings have an innate inner
drive to be autonomous, self-determined
and connected to one another. And when
that drive is liberated, people achieve
more and live richer lives. "
Tobi Tungl, vice president of
business development at CTI, is
president of the NSCA Education
Foundation Board of Directors.
Contact him at tobi.tungl@cti.com.
NSCA's 2022 Pivot to Profi t
Join CI at this important businesstransformation
conference,
being held September 19 to 21
in Chicago.
NSCA.org/p2p
commercialintegrator.com
http://www.NSCA.org/p2p http://www.commercialintegrator.com

Commercial Integrator September 2022

Table of Contents for the Digital Edition of Commercial Integrator September 2022

Commercial Integrator September 2022 - Cover1
Commercial Integrator September 2022 - Cover2
Commercial Integrator September 2022 - 1
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