NexGen Leaders Discuss Recruiting, Retaining Industry Talent

When asked what they look for when bringing in new talent, Bordine said the ability and flexibility to embrace opportunities and go after them. A willingness to go to conferences like Steel Summit and to get in front of customers will bring success, he said.

Crane said they look for “hustle” in new recruits. The internal drive to see goals, go after those goals, and reach those goals is important, he said, as are critical and creative thinking, and an openness to learning.

On what has attracted them and kept them in the industry, Niesner commented on the professionalism and caliber of people in steel. Jones agreed, saying the relationships and friendships developed are of the utmost importance.

Jones noted that the industry has a language of its own and that “there’s opportunity in the unknown. Sometimes the path less traveled is where you find the best thing.”

Niesner encouraged new recruits to “be OK with being uncomfortable.”

“Sometimes those positions foster the most growth,” she said, encouraging others to volunteer for new opportunities and to participate in events like the Summit.

The panelists discussed reasons why people don’t accept positions in steel. Bordine said many potential recruits just aren’t aware of the tremendous growth potential in the industry. Crane noted competition among other companies and industries.

Jones said steel companies shouldn’t undersell their culture. By bringing potential recruits into the offices or facilities in which they would be working, companies can show them the people and culture they’ll be surrounded by.

“Build a great culture and sell that culture,” he said. That can be “the one thing that will push someone over the edge” to make the decision to join.

The NexGen Metals Community will meet at the 35th Annual Tampa Steel Conference, Jan. 28-30, 2024, in Tampa, Fla.