Young Americans
With a third of its workforce retiring in the 5 years to come, ArcelorMittal USA needs to find innovative ways of accessing the talent pool by renewing the image of steel. Accompany the HR and communication teams in their efforts to present the plethora of job opportunities in the steel industry to university students and let them know that at ArcelorMittal, there’s a career for everyone!
9 comments
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February 21st, 2008 by Denise Onate
Perhaps you should have meshed some comments from a few of the “old” employees who will be retiring, who have helped in building this company to what it is and taking this company into the future, leaving many doors open for these “young” and inexperienced new hires. Who do they think makes and supplies the steel so they can drive their fancy “Beemers”? And for one of these “young” people to think the steel industry was dead?? What rock has he been under? It is a new dawn, a new day and a new age of steel but the one common thread and fact that has remained is this is the new, stronger, bolder ArcelorMittal! And I am proud to be a part of this old dinasaur.
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February 21st, 2008 by François PUIG
Hiring is a big deal.
But our similar experience (renewal of half staff in few years) allow us to say there is a more strategic deal : integration.
Young people are different from older.
Exemplarity, delegation, self-inititiative opening, and other similar topics need managers training, support and rewarding.
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February 21st, 2008 by Geoff Generalovic
Dear Sir/Madam,
I am a maintenance electrician with 35 years experience at Dofasco. I have a major beef with this video, it sends me and my colleagues a rather bleak message for our blue collar professions, we have seen the apprenticeship program die here in our plant and we see no maintenance careers being promoted on the Areclor Mittal site for any maintenance discipline, yet for MBA’s and university students there is a huge recruitment drive in place. We see no program in place laying out carreer paths for electricains, millwrights or Predictive technologies anywhere. Who is going to be the workforce for these young people. Now I must say that I have searched the web for anything related to predictive maintenance, or maintenance of any sort and I cannot find it anywhere, if I have missd something please let me know.
Regards
Geoff Generalovic
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February 21st, 2008 by Jose Rosas
The concern I have is the quality of training the new employees will recieve. As of now the training at Indiana Harbor East has alot to be desire. It may be there many directions and opinions, lack of experience or just the commitment.
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February 22nd, 2008 by John Scott
The future of this company will depend on the enticement of young people into the fold. This will have to be done with wage & compensation packages that will guarantee the younger generation to stay committed to this company and it’s future goals.
To concentrate only on university degrees would be a mistake.
The luring of High School & College grads to develop your trade assets is a must.
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March 11th, 2008 by montaigu
The french subtitles are awful ! Wrong orthograph, grammar, in each sentence ! I hope the other subtitles are better !
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March 15th, 2008 by Bill
Think the company is awesomely powerful…dominant global steel. Thought the music, shooting style and editing were great for recruiting new people.
But the editorial was so off and hurts the brand. Senior executives talking about how hard it is to recruit people to work there? Human rescource people wrapped in cold weather clothing, uncomfortable and talkng about the challenge they have of recruiting people?
No attempt to show the power and the scope of the company?Great production value…laughable, unprofessional and “people who signed off on this should be fired,” editorial.
You never attract people by telling them how hard it is to attract people.
Right?
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March 20th, 2008 by Rachel Murray
As someone who is part of campus recruiting, let me add:
1. The new recruitment video is outstanding, because it gives candidates at least as much information about what our company does as about our company’s values.
2. The effort to improve our name recognition on campuses is tremendous, and it is working. Don’t let the survey of the Chicago public confuse you — the college professors are getting acquainted with ArcelorMittal, and they are recommending our company to their students.
3. ArcelorMittal is truly in competition for a pool of talented people. There are not enough electrical engineers coming out of universities to meet the needs of all the companies who are seeking their skills. (And, similarly, there are not enough skilled technicians in the vocational and trade programs to meet the need.)
Echoing some of the other comments — integration, training, and retention of these employees are key. But we have to get them here in the first place.
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April 1st, 2008 by Jim Michaud
Dear Geoff,
I certainly did not intend to slight our shop floor workforce in my message. We were aiming this particular segment at new professionals, which we will be recruiting in significant numbers for the first time in many years. We are certainly well aware of the need to keep our shop floor workforce well trained and expect to see renewed efforts in this area in the months to come.
On a personal note, my experiences with ArcelorMittal Hamilton (Dofasco facility) to date, lead me to believe some of the best training programs in the entire Arcelor Mittal global system are in Hamilton. We are already at work to see how we can leverage that expertise wherever we can throughout the company.
Thanks for your message.Thanks,
Jim Michaud
Vice President Human Resources
Americas
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