The semiconductor industry is facing an unprecedented talent gap as global demand for advanced technology continues to rise. With industries such as electronics, automotive, and defense heavily dependent on semiconductor manufacturing, the need for skilled professionals in this sector is at an all-time high. For HR and talent acquisition professionals, addressing this semiconductor talent shortage requires both innovative sourcing strategies and a focus on transferable skills from adjacent industries.

In this blog, we will explore several short-term strategies that companies can implement to address the growing labor gap in the semiconductor space while ensuring they remain competitive in the global market.

1. Expand Recruitment to Adjacent Industries

One of the most effective ways to address the semiconductor talent shortage is by recruiting from adjacent industries with similar technical skill requirements. Many sectors, such as aerospace, automotive, medical devices, chemical manufacturing, and pharmaceuticals, house professionals who possess valuable transferable skills. These include experience with cleanroom environments, heavy equipment operations, and precision manufacturing processes, which are directly applicable to semiconductor fabrication operations.

By expanding talent searches beyond traditional semiconductor roles, HR professionals can tap into a wider pool of candidates. This approach allows semiconductor companies to bring in workers who may not have direct experience in the field but can quickly learn the nuances of semiconductor manufacturing through tailored training and onboarding programs.

Industries to Consider for Talent Sourcing:

• Pharmaceuticals and Medical Devices: Professionals from these sectors often have experience with stringent quality control and cleanroom procedures.
• Automotive and Aerospace Manufacturing: Technicians and engineers in these fields are familiar with high-tech equipment and large-scale production processes.
• Power Generation and Maintenance: Individuals from these industries possess strong mechanical and electrical skills, which are critical for semiconductor manufacturing roles.

2. Engage Immigrant Communities

Immigrant and refugee communities represent an underutilized talent pool in the semiconductor industry. Many individuals who have recently settled in the United States or Canada possess the drive and skills needed for entry-level roles such as wafer mover operators, facilities maintenance technicians, and equipment operators. However, they may not be aware of the opportunities available in the semiconductor sector.

Strategies to Engage Immigrant Talent:

• Educational Programs: Offering weekly English-language skills classes can help non-native speakers improve their communication skills while learning about semiconductor job opportunities.
• Mentorship Programs: Establish mentorship programs that pair newcomers with experienced professionals, allowing them to build relationships, learn on the job, and develop a clearer understanding of their career paths within the company.
• On-the-Job Support: Utilizing translation technology during work processes can support non-native English speakers, helping them navigate technical tasks and facilitating smoother transitions into their roles.
• Partnering with Local Organizations: Collaborate with organizations that serve immigrant and refugee communities to identify and recruit qualified candidates. These partnerships help companies engage with individuals who may not have otherwise considered a career in semiconductors.

3. Build Educational Partnerships

Creating a robust pipeline for future talent requires long-term investments in education. However, short-term benefits can also be realized by partnering with local educational institutions to offer training and exposure to the semiconductor industry. High schools, community colleges, and technical schools are excellent sources of entry-level talent. Hands-on learning opportunities, internships, and facility tours can give students a first-hand look at careers in semiconductor manufacturing.

Benefits of Educational Partnerships:

• Internships and Job Shadowing: Offer job shadowing and internship programs to local students, allowing them to gain practical experience and build interest in semiconductor careers.
• Donations and Support: Semiconductor companies can donate equipment or fund programs that allow students to engage with machining tools and learn skills relevant to the industry.
• Alumni Engagement: Invite alumni who have pursued careers in semiconductors to speak at local schools and events, showcasing their success and inspiring the next generation of talent.

4. Outreach to Military Veterans

Military veterans often possess technical expertise, leadership qualities, and a work ethic that aligns with the demands of the semiconductor industry. Veterans who have worked in maintenance, engineering, and operations roles in the military are well-suited for positions in fabrication operations.

Tapping into the Veteran Talent Pool:

• Veteran Recruitment Initiatives: Develop trust-based relationships with veteran organizations such as Hire Our Heroes and the Wounded Warrior Project to create direct recruitment pipelines.
• Military Base Outreach: Engage with military bases to offer job fairs, presentations, and workshops that introduce service members to careers in semiconductors.
• Recognition for Veteran Support: Apply for awards and recognitions, such as the HIRE Vets Medallion Award, to demonstrate your company’s commitment to veteran recruitment.

5. Support Workforce Reentrants

Many individuals who are reentering the workforce, such as stay-at-home parents or those recovering from layoffs, are seeking flexible employment options. The semiconductor industry can attract these candidates by offering varied work schedules and roles that match their skills and previous experiences.

Strategies for Engaging Workforce Reentrants:

• Flexible Work Schedules: Offering options such as flexible six-hour shifts or remote work can attract a more diverse pool of applicants, including those with caregiving responsibilities or other personal commitments.
• Matching Skills to Roles: Ensure that past work experience is aligned with the available positions. For example, candidates with mechanical skills might excel in equipment technician roles.

6. Use Technology to Optimize Hiring Processes

Leveraging technology to streamline recruitment efforts can help semiconductor companies reach a broader audience and quickly identify qualified candidates. Implementing AI-driven recruitment tools, online job platforms, and social media engagement can connect HR professionals with potential hires more effectively.

Conclusion

The semiconductor talent shortage presents a significant challenge for the industry, but with creative sourcing strategies and a commitment to engaging new talent pools, companies can begin to bridge the gap. By expanding recruitment efforts to adjacent industries, engaging immigrant and veteran communities, building educational partnerships, and supporting workforce reentrants, HR and talent acquisition professionals can help semiconductor companies secure the skilled workforce they need to thrive in an increasingly competitive market.

At TPD, we specialize in helping companies in the semiconductor space find, attract, and retain top talent. Our tailored workforce solutions ensure that your company remains agile in addressing talent shortages while maintaining a competitive edge in the industry.

Contact TPD to learn more about how we can support your recruitment needs in the semiconductor industry