How to attract and train talents in the era of the Internet of Things

We are experiencing a worldwide war for talent with IoT capabilities.

The Internet of Things (IoT) is making every industry a technology industry. Take a look at today's cars, which are equipped with hundreds of sensors, cameras, computers, wireless communications, and high-speed stability networks based on specific standards. Cars are basically mobile data centers and smartphones on wheels. This means that the old automotive industry is in need of skilled talents just like Silicon Valley startups.

The Internet of Things is being applied in many industries: farmers use data analysis to improve soil quality and optimize planting, watering and harvesting schedules; mining companies use predictive maintenance to prevent equipment downtime; and freight companies use sensors to track containers to optimize shipping routes and the movement of empty and full containers.

With an IoT-based economy driving trillions of dollars in economic growth, we are already competing around the world for an equally IoT-capable workforce. Now let’s look at how to attract and train the talented workforce that can help you meet this challenge.

Start by developing your own people

As I talk to companies around the world who are struggling with this issue, the answer comes from an old approach: Go back to basics, starting with developing your people.

This means training them in IoT-related skills—not just technology and processes, but also soft skills such as virtual teams and collaboration, which is something every company that has just embarked on its IoT journey should do. Creating a workforce with IoT capabilities is not a one-time training event. It is a change in mindset, a new way of doing business, and a new contractual relationship between companies and employees.

A generation ago, people often worked in the same job for 20 or 30 years, perhaps moving up from laborer to supervisor to line manager, but using essentially the same skills. For example, my father-in-law worked for decades as a technical specialist at a steel mill. That world is gone.

Today, people have to reinvent themselves every three to seven years to keep up with rapidly changing IoT technologies and processes, which requires employees and companies to continuously learn. IoT is a journey and a process of learning the required skills.

[[211347]]

Next, expand your search

To find new IoT-savvy employees, you can’t go through the usual channels. Keep looking at four-year institutions, of course, but also at community colleges and even high schools. Rockwell Automation, Boeing and Northrop Grumman run summer internship programs for upperclassmen.

Focus on science, technology, engineering and math (STEM) subjects with colleges and universities, but don't ignore other fields such as communications, healthcare and retail.

Many IoT jobs can be performed remotely, so don’t limit your work location or set rigid work hours. Smart devices, accessible technology, collaborative tools, and ubiquitous networks can open up a large untapped talent pool. For example, there are about a billion people with disabilities worldwide who cannot go to the office to work. An inclusive, accessible approach will bring you more qualified candidates while expanding participation in the IoT-led economy.

***, establish contact

Be proactive and reach out to schools, veterans groups, and industry organizations early on. Sponsor research, offer internships, and initiate joint projects. Consider developing courses in partnership with these institutions. If you need more data scientists, work with universities to develop such courses, and then sponsor them. Be creative. For example, Siemens needed more mechatronics experts at its North Carolina plant, so it partnered with a local community college to create a dedicated four-year apprenticeship program that combines on-the-job training with a structured curriculum.

Fortunately, the industry is coming together to address the current shortage of skilled IoT workers. Cisco, Rockwell, GE, and several other companies have formed the IoT Talent Alliance, a nonprofit dedicated to preparing the next generation of workers for IoT. Funded by member companies in Wisconsin, the new Manufacturing Alliance is filling the skills gap by establishing educational partnerships with schools, providing scholarships and grants to technical school students.

While you may be focused on developing new skills among your current employees and tapping into new hires with IoT skills, don’t forget your veteran employees who have valuable expertise and institutional knowledge, history, and context.

As I said, my father-in-law was one of those loyal old employees who had worked at the steel mill for many years and had accumulated a wealth of knowledge and experience. When he retired, the company asked him to continue as a consultant even as a new generation of managers implemented automated IoT processes. Why? Because he had a wealth of practical experience, and the company could not afford to lose such a person, so they used his experience as the basis for the automated decision-making system.

Creating an IoT-capable workforce is a must-do project. You can implement IoT solutions and integrate them with business processes, but if your workforce is not ready (both in terms of skills and culture), your IoT transformation will fail.

If you focus on developing new skills while retaining traditional expertise, you’ll soon have a workforce that’s ready to meet the ongoing challenges of the IoT economy.