The mashup of high-tech Silicon Valley and metal-bending Detroit is creating job descriptions that never existed before, including a host of functions related to autonomous vehicles.
And that's a problem, auto industry analyst Mike Ramsey says, because traditional-minded corporate recruiters routinely fill job openings with experienced candidates. But in many cases these days, those experiences don't exist.
"A lot of these new skills are not in place," Ramsey, automotive and smart mobility research director at Gartner Inc., told Automotive News. "If you're just looking for the perfect person, you're not going to find them."
Ramsey speaks at the seminars Thursday on a panel examining talent challenges in the changing era, called "Engaging Talent by Transforming Organizational Culture."
The panel will give particular attention to successes that small, innovative companies are having in how they identify and recruit talent, Ramsey said.
Ramsey suggests that a small, less-rigid company might have better results by focusing recruitment on performance "potential" — rather than on having all the boxes checked for relevant experience.
The question, Ramsey said, is not merely "How do you attract talent, but how do you develop talent? That's maybe more key, nowadays," he said.
"You don't have to have a finished product if you're developing talent," Ramsey said of companies that focus on potential instead of experience. "They're looking for creative people who can be developed."
The other panelists are Josh Diskin, who leads business development at Detroit Labs, a custom software design and development company in downtown Detroit; and Greta Cutulenco, CEO of Acerta Analytics Solutions in Kitchener, Ontario, which uses machine learning to provide real-time malfunction detection and failure prediction.