Steven Biester’s Post

The new STEM Workforce Report from SThree reveals growing pressure on Dutch companies to stay competitive and innovative. In the Netherlands: ◾47% of STEM professionals are considering or planning a move abroad Companies are struggling to replace highly skilled specialists, with 60% of experts saying critical projects are at risk ◾50% of the respondents believe their organisation risks falling behind in terms of innovation as a result ◾Dutch organisations are facing a growing challenge: without access to international expertise, competitiveness and progress are at stake. More than just recognising this challenge, we need to understand what’s driving the shift and what needs to change – explore this and more in the full report: https://lnkd.in/enq9mByK

🚀 Ohio is the “Fly-To” State for STEM Talent - We are on the move. JobsOhio projects the state will need to fill more than 540,000 STEM and technical jobs by 2032 — a clear signal of both growth and urgency. Companies are expanding. New industries are taking root. And from Cleveland to Columbus to Cincinnati, Ohio’s innovation economy is accelerating. Meeting this moment means investing early — in the students, educators, and communities who make up the state’s future workforce. Let's continue to connect classrooms to careers and build a stronger, more inclusive talent pool for Ohio’s next generation of STEM leaders together. https://lnkd.in/ePxQv9XA The Business Journals #NEOSTEM #STEMEducation #OhioSTEM #FutureOfWork #WorkforceDevelopment

The demand for skilled professionals in science, technology, engineering, and mathematics (STEM) is booming. While some industries are slowing down or facing challenges, science and engineering are setting the stage for growth and innovation.  Here’s what you need to know: 📈 According to PwC’s 2024 Global Talent Trends, the world could face a shortage of 85 million highly skilled STEM workers by 2030. 📈 The UK Recruitment and Employment Confederation’s (REC) Recruitment Industry Trends 2024 report reveals that life sciences and engineering roles have experienced a 10% demand increase in just the past year. 📈 The National Science Foundation projects that STEM jobs in the U.S. will grow by 8% over the next decade, significantly outpacing the average growth rate for other fields. This means two things:  1️⃣ For skilled professionals, there’s never been more opportunity to step into impactful roles.  2️⃣ For businesses, tapping into growing talent pools will be critical to staying ahead. Are you surprised by any of these findings? Would love to hear your thoughts in the comments.

The demand for skilled professionals in science, technology, engineering, and mathematics (STEM) is booming. While some industries are slowing down or facing challenges, science and engineering are setting the stage for growth and innovation.  Here’s what you need to know: 📈 According to PwC’s 2024 Global Talent Trends, the world could face a shortage of 85 million highly skilled STEM workers by 2030. 📈 The UK Recruitment and Employment Confederation’s (REC) Recruitment Industry Trends 2024 report reveals that life sciences and engineering roles have experienced a 10% demand increase in just the past year. 📈 The National Science Foundation projects that STEM jobs in the U.S. will grow by 8% over the next decade, significantly outpacing the average growth rate for other fields. This means two things:  1️⃣ For skilled professionals, there’s never been more opportunity to step into impactful roles.  2️⃣ For businesses, tapping into growing talent pools will be critical to staying ahead. Are you surprised by any of these findings? Would love to hear your thoughts in the comments.

In STEM recruitment, to be successful you need to understand what is implied (but not said) . Knowledge is power. Research is key. As a STEM recruiter I regularly flex my research skills. Its one of the things I love most about my job, I am constantly learning. It is essential that I understand my clients technology, its applications and the role they are hiring into – and no - I don’t mean having a look at the website and reading the Job Description. I mean a deep dive, looking the fundamentals, the science and engineering behind the clients technology and role. Why may you ask ? Because in STEM recruitment its about what is implied (but not said). ⭐   Its reading in between the lines. ⭐  Understanding terminology, abbreviations and acronyms ⭐ Understanding associated technologies So in order to be successful research is critical. It means I have the toolset to find “hidden” information in CV’s and profiles . Exceptional Candidates that would have been traditionally bypassed or overlooked. When people say they can’t fill a role it’s probably because they don’t have enough information to identify the right person. Knowledge is power and nothing is truer when it comes to STEM recruitment. 

Young workers are facing one of the toughest job markets in years. 75% of employers are hiring fewer entry-level roles compared to last year, according to our 2025 Employability Report. Meanwhile, half of grads feel unprepared to apply for entry-level positions. “The challenge isn’t just fewer jobs — it’s an education and employment disconnect,” says our CEO, Michael Hansen. Read more on what Gen Z can do to stand out in the latest from Quartz: https://lnkd.in/e7h9xW9V #FutureofWork #Employability

Building a diverse candidate pool isn’t just a recruitment goal, it can be a competitive advantage. In our latest article, Alexandra Albone explores how inclusive hiring practices can transform leadership in universities. From widening outreach and refining language to embedding identity-safe messaging, this thought piece offers actionable insights for institutions committed to equity and excellence. Read how inclusive recruitment can drive innovation, belonging, and impact: https://lnkd.in/eyY3Ytfy #HigherEducation #InclusiveLeadership #DiversityInRecruitment #ExecutiveSearch

𝗧𝗵𝗲𝗿𝗲'𝘀 𝘀𝘁𝗶𝗹𝗹 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗿𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗜𝗦𝗘 𝗮𝗻𝗱 𝗠𝘆𝗣𝗹𝘂𝘀 𝘄𝗲𝗯𝗶𝗻𝗮𝗿 𝗼𝗻 𝗧𝘂𝗲𝘀𝗱𝗮𝘆 𝟭𝟰 𝗢𝗰𝘁𝗼𝗯𝗲𝗿: 𝘙𝘦𝘢𝘴𝘰𝘯𝘢𝘣𝘭𝘦 𝘈𝘥𝘫𝘶𝘴𝘵𝘮𝘦𝘯𝘵𝘴 𝘪𝘯 𝘗𝘳𝘢𝘤𝘵𝘪𝘤𝘦: 𝘊𝘳𝘦𝘢𝘵𝘪𝘯𝘨 𝘪𝘯𝘤𝘭𝘶𝘴𝘪𝘷𝘦 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘱𝘳𝘰𝘤𝘦𝘴𝘴𝘦𝘴 Did you know that almost 1 in 5 students at UK universities identify as disabled – a figure set to rise to 30% by 2030? This growing talent pool represents a huge opportunity for employers. Disabled candidates often bring unique strengths, perspectives, and resilience – but without the right support, many face barriers that prevent them from showcasing their full potential. This interactive webinar will demystify the process, equipping you with the confidence and know-how to recruit inclusively. Together, we will:  • Break down the concept of ‘reasonable adjustments’ and what it looks like in real-life hiring  • Share best practices for collaborating with candidates to ensure fair and supportive recruitment  • Tackle tricky scenarios, including when and how to push back on requests that go beyond “reasonable.  • Learn from real-world examples: · Rory Stokes, from Capgemini, will share insights into some of the complex, but highly effective, adjustments they’ve implemented You’ll leave with practical tools, case studies, and a clear roadmap for creating a recruitment process that doesn’t just tick the “inclusive” box, but truly opens the door to outstanding disabled talent. 𝗥𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗻𝗼𝘄: https://lnkd.in/eMzFPJ37 #EDI #StudentRecruitment #DisabledStudents #EarlyCareers #EmergingTalent #DiversityAndInclusion

We've been talking about the importance of soft skills for a long time now, whether under the guise of EI or phrases like cultural awareness or even just 'fitting in around here'. Back in 2019 the LinkedIn Global Talents Trends stated that 91% of talent professionals considered soft skills to be very important to the future of recruiting and HR. More than work flexibility and pay transparency. In 2021, in an America Succeeds report, they concluded that nearly 80% of job listings considered soft skills as a mandatory requirement. Want an even harder hitting statistic? Daniel Goleman, in his "What Makes A Leader?" report in the Harvard Business Review suggested that "90% of the the differences betwee high and average performing leaders can be attributed to emotional intelligence" Yet Forbes then reported in early 2025 that 85% of Gen-Z respondents wished their college had better prepared them for the workplace. The gap is clear, the requirement is clear and Focus Grow Progress is placed to help close it. Our aim is to give opportunity for young adults to be aware, and to start their journey with, soft skills understanding at the first time they need it most - prior to entry into the workplace. https://lnkd.in/eXE3VXaa

Ball State University's Office of Governmental Relations and Industry Engagement has created a new program to aid both students and employers in job recruitment. The focus of the Talent Pipeline Toolkit is expanding university resources to centralize information regarding new outreach programs and initiatives to grow Indiana communities. The Agency at Cardinal Media's Staying IN initiative will be complimentary to this new toolkit by emphasizing and supporting the ambassadors of the programs. The Agency's Staying IN is a student-run campaign to promote post-graduation job retention in Indiana. Created by The Agency in 2023, it works to highlight the positives of staying and working in Indiana after graduation. Staying IN also features rising industries in the Hoosier state, as well as how to find jobs in these new areas. "Our goal with this toolkit is to demonstrate how attainable and valuable these partnerships can be," said Becca Rice, vice president for Governmental Relations and Industry Engagement at Ball State University. Staying IN and the Talent Pipeline Toolkit working together will emphasize the abundance of opportunities that Indiana has to offer post-graduation. Both campaigns highlight prospective careers and employers for both Hoosiers and transplant Hoosiers will be an essential asset to the university's outreach initiatives. To learn more about the Talent Pipeline Toolkit, head to @stayinginindiana on Instagram or at https://bsu.edu