We also partner with organizations like The Society of Women Engineers and Hack Diversity to broaden our reach and advance diversity of team thought. Our core contingent global staffing partners are also available to support the ebbs and flows of the business as we navigate the current climate. As the future of hiring continues to change and the talent pool for the semiconductor industry remains strained, Onto Innovation remains focused on our current talent to ensure they feel supported in their growing career at Onto, leaving us with high employee satisfaction and an environment where newcomers want to join. Fueling the Workforce Through Investment and Engagement By Sophia Oldeide, ERS electronic GmbH
Think Globally, Act Locally By Paul Ballentine, Mosaic Microsystems
Rochester area, four regional universities can provide us with well-trained students: Rensselaer Polytechnic Institute, Clarkson University, Cornell University, and Binghamton University. In addition to recruiting from these universities, we also have collaborations such as SBIR/STTR grants. This helps familiarize students with our technology so they can hit the ground running should they become employees. The second part is to recruit from the existing labor pool in Rochester which consists of many highly trained and
company in the semiconductor industry. This approach not only allows us to identify and nurture potential long- term talents but also fosters a culture of innovation and creativity. As these students grow within the company, they become integral parts of our workforce, contributing to our success while simultaneously addressing the talent shortage. In our commitment to investing in the new generation, we organize and participate in several events annually, extending invitations to school classes or smaller groups of pupils to explore our headquarters and production facilities. To effectively address the challenge of the global talent shortage over the longer term, it is crucial to expose young people to diverse career and job prospects within our industry. Local engagement and brand-building Understanding the importance of a strong local presence, our company actively engages with the community in different ways. We sponsor and collaborate with local organizations, for example, the local soccer and ice hockey teams. This fosters an awareness of our presence in the neighborhood and the exciting opportunities within our company and helps us create a positive brand image and tap into the local talent pool. Since last year, we have also actively worked with the city council and other community actors on a campaign to promote the location as a business capital. This initiative goes beyond just finding talent, as it contributes
It is an exciting time to be an equipment manufacturer in the European semiconductor industry. There is still a lot of buzz around the EU Chips Act and companies like Intel, TSMC, and GlobalFoundries & STMicroelectronics have announced huge investments in Europe over the next few years. However, Europe is already struggling to find skilled workers, which means talent shortage poses a significant challenge. As a smaller company situated on the outskirts of Munich, Germany, we are not immune to the impacts of this shortage. To tackle this challenge as a community, we would like to share a couple of strategies we use to address talent scarcity. Investing in the new generation We recognize the importance of nurturing talent from the ground up, so ERS places a strong emphasis on recruiting students through comprehensive internship programs. Every year, ERS onboards 4-5 longer-term interns from various universities. We have worked with universities abroad in Vancouver, Dubai, and Paris, but are also focusing our efforts on building partnerships with universities here in Germany. These internships go beyond the traditional coffee- fetching roles, providing hands-on experiences on real-world projects. By immersing students in our daily operations, we offer a unique opportunity for them to gain practical skills and a genuine feel for working at a
experienced people who used to work for companies like Kodak and Xerox. Across Upstate New York there are people with experience in semiconductors from companies like IBM and GlobalFoundries. The third part of the plan is to work with local community organizations such as RochesterWorks to help the economically disadvantaged and unemployed find jobs. The fourth part of our plan is to provide on-the-job training and continuing education opportunities for existing employees through mentoring and professional development courses. The fifth part is to reach out to local public schools — particularly the Rochester City School District, which has a high percentage of poor and disadvantaged students — to teach the students about opportunities in semiconductor manufacturing to develop a pipeline of future employees. Having a high concentration of educational institutions with programs relevant to semiconductor manufacturing, a large workforce skilled in manufacturing, and a large underserved--and untapped — population will enable Mosaic to achieve its goal of having a well-trained and diversified workforce that supports our growth plans. References 1. Society for Human Resource Management Human Capital Bench- marking Report, Employment Data, p. 10, SHRM Benchmarking 2023.
In addressing the global semiconductor talent shortage, Mosaic Microsystems’ approach is to think globally and act locally. We aim to become a leading worldwide supplier of glass interposers to the semiconductor industry by building on the considerable ecosystem in Rochester, NY, where a talented labor pool and top- notch colleges and universities exist. Our approach consists of five parts. The first is to work with local and regional educational institutions to ensure an adequate supply of employees with the right skills, at the right levels, in the right numbers, and at the right time. This includes people with 2-year, bachelor’s, and graduate degrees. Mosaic has close ties with the University of Rochester and the Rochester Institute of Technology and already employs people who have graduated from both schools. RIT is an essential partner due to its Microelectronics Department, which is the first of its kind in the country, and its co-op program, which allows companies to hire college students temporarily and, if they are a good fit, hire them full-time once they graduate. RIT is also one of only six universities in the U.S. that is a member of the U.S.-Japan University Partnership for Workforce Advancement and Research & Development in Semiconductors for the Future (UPWARDS). At the 2-year level, Mosaic will be working with Monroe Community College, which is the largest community college in Upstate New York and has two existing manufacturing programs that could be relevant: Optics Manufacturing and Precision Machining. Beyond the
to the overall economic development of the area. Embracing a comprehensive strategy, these are some of the ways we have tackled the global talent shortage. By investing in students and young people, and actively engaging with the local community through collaborations with the city council and various stakeholders, we can quickly adapt to a rapidly growing industry.
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