Issue link: https://iconnect007.uberflip.com/i/1514628
38 PCB007 MAGAZINE I JANUARY 2024 events designed for their employees' experi- ence levels. Finally, we will not gently ease young pro- fessionals into electronics without strong men- torship programs. e professional world may not come with teaching assistants, but it can come with mentors. IPC's Emerging Engi- neer Program and other company-specific programs provide needed backing to individ- uals with little to no knowledge of electron- ics. A good mentor can be the trainer, but it is better when the mentor is not directly involved with the employee's day- to-day responsibili- ties. Mentors provide answers to "silly" ques- tions as well as guidance to all that the industry entails. I would argue that mentorships are the most critical agent a company can use. Most students entering their careers in electronics feel just as underwater in their first weeks and months as I did that first semester learning how to code. Without formal learning oppor- tunities or mentorship programs, these bud- ding professionals will be le to flounder and may not stick around to figure it out. Attracting youth to the industry is the first step, but main- taining and growing that pipeline is another. I've already seen some great examples from companies that are successfully attracting and maintaining talent. More companies must fol- low suit, or we may lose more generations of really qualified candidates. Our future depends on it. PCB007 Paige Fiet is a process engineer at TTM-Logan, and in the IPC Emerging Engineer Program. To read past columns, click here. and circuit analysis, not on choosing the right dielectric materials or surface finishes based on the end-use application. To ease the learning curve for young profes- sionals, we should move the on-ramp forward by a few years. Companies must focus more on high school and college students instead of waiting for recent college graduates to stumble into the electronics industry. Recruitment this early might look like aer-school mentorship programs, funding electronics courses/labs, and hosting internships. ese activities can give students a taste of what it's like to work with electronics, who will then focus their course- work on a curriculum that benefits their future careers. ese oppor- tunities provide a com- petitive advantage when it's time to apply for full-time positions. Next, proper training pro- grams need to be put in place. Companies with strong training programs create a strong sup- port system for new hires. I believe a robust training program is the foundation for career success. ese programs should include a point of contact for employees to ask ques- tions, a trainer to work alongside them, and an onboarding track to teach general terms and definitions. Even new hires with some PCB experience won't know it all. Employers must help fill these education gaps. Along with training, there needs to be more engagement with the industry, not just within a company. Involving today's youth in trade shows, for example, is a great way to engage them. ese shows are breeding grounds for networking and innovation. Employees are able to meet like-minded individuals, both within their own company and others, who understand the hardships they face. e say- ing about taking a village to raise a child is the same for growing a professional career. Com- panies can also engage youth through clubs or I would argue that mentorships are the most critical agent a company can use.