Issue link: https://iconnect007.uberflip.com/i/1501483
20 PCB007 MAGAZINE I JUNE 2023 time. Does your team know how to use that? Do you know how to do data analytics for all the data you're collecting? As you're moving along your pathway to your career, those are skills your team can adopt so that they bring the best value to your organization. That leads right to my next topic. What are the new roles in industry today? You're talking about the AI and software roles. How does a company stay in tune with those new roles? ere will always be evolution and revolution in our industry, and there will also be some basic, stable positions. e QA manager, for example, isn't going away, but some of the nec- essary skill sets might need to be more advanced. You can continue to invest in that. ere are new roles in data analytics. We have the ability through tools like CFX and oth- ers to gather tremendous amounts of data about our processes and how we build electronics. To do that, we need to do something with that data. It can't just sit there at a stor- age farm or in the cloud; other- wise, it's pretty much useless, a wasted investment. We see new positions like that with skill sets that aren't terribly differ- ent. ey're just using a different set of skills to do the same thing. It's process improvement, inventory optimization, and supply chain man- agement. You have new, fresh, data-rich tools that can turn things around faster. e whole isn't completely different, it's just a different way to be advanced. Automation tools, whether it's data collection on your factory floor or setting up new auto- mated processes, might be some of the new roles. Agreed. Production line workers used to place almost every single component. We still have those line workers, but what they do is different. ere are still some compo- nents they place manually, but now it's turn- ing into inspection. ey're looking at the work of robots placing components even too small for tweezers to hold. That's interesting. So, to find this new tal- ent, we look at recruitment, and that sure has changed over the years. There are so many ways to attract talent. Talk about what a reader might learn in your book on this topic. In Fire Your Hiring Habits, I provide some checklists and new ways to recr uit. Let me share just a couple of thoughts. If you're having trouble finding the r ight people, you might real- ize you're always "fishing in the same p o n d s " a n d i t 's time to fish in a dif- ferent one. Many orga- nizations focus on hav- ing a diverse mix, but how do you create that? How do you find more of type X or type Y? If you say, "We haven't employed enough women," or "I have only women working in my place of business," maybe you should start recruiting where a different gender is more likely to find or see your job opening. Similarly, with cultural or age group differ- ences, you can seek different sources to find those hires. Don't expect them to always visit the places where you traditionally advertise. So, rather than the traditional, "Here's a job, here's what we expect," in this compet- itive environment even the messaging has changed. It's more about culture, career path, and those sorts of things. There will always be evolution and revolution in our industry, and there will also be some basic, stable positions.