Posted July 6, 2022
With the growth and consumer demand for Automotive Technology (Electric Vehicle, Automated Driving, Connected Car) increasing and the competition for “top talent” becoming more and more fierce, companies of all shapes and sizes are needing to focus their attention on hiring strategies. Below is a summary of the 6 key factors that determine successful hires:
1. Invest in your Recruitment strategy
Investment comes in many forms; Money, Time, Effort but investment needs to be managed in such a way that companies are able to really determine what it takes to be successful!
There are some really important questions companies need to ask themselves upfront:
2. Focused but flexible
Once a company has it’s objective, it’s important to deliver on the daily steps in order to be successful, meaning they need to focus on the long and short term goals whilst maintaining a certain degree of flexibility. Too commonly businesses adopt an attitude of “this is how we’ve always done it!” – The world is developing rapidly, especially the Technology world and this means that all processes surrounding need to develop with it.
For example:
A company is searching for a candidate with minimum of 5 years of experience within a certain budget, it’s clear they can’t find it in the market (with the data to back it up) and there is a candidate with a positive attitude and aptitude to develop who fits 80% of the requirements; then adjust the hiring requirements to get them!
Successful companies are built around people and they need to be flexible to get the right attitude and people in the door!
3. Attractive company image and mission
These are all questions companies should be asking themselves before engaging in a search because “potential hires” are 100% asking these questions about the company (and their competitors!).
It is very clear that high performers all have similar self value needs meaning that it is now more important that ever to engage with the candidate about what they are responsible for within the company. People within the Technology industries (Automotive, Connectivity, etc.) want to be a part of something industry renowned and that doesn’t mean that the biggest companies are the always the best but it does mean that companies of all sizes and stature need to know what the key selling points are about their company, their purpose and the impact of the new hire they are planning to make!
4. Engages stakeholders
Getting internal stakeholders on board is imperative if companies are going to be successful – everyone has slightly different ideas and perspectives on what is required but it is important to have a clear message that a company is sending out to the market. The communication from all parties (internal/external) needs to be consistent – interview preparation, feedback (positive or negative) and general communication throughout the recruitment process creates an enriching engagement with the company and even if the expert doesn’t join the company now, they may in the future as they are positively impressed by the company’s engagement and communication – it is very important that all parties engaged in hiring, both internal and external, are clear on this point!
5. Speed of execution
Work with an industry expert – be it, internal Talent Acquisition or external niche Headhunter. Companies need to act quickly and carry momentum in their recruitment process, realistically they need to plan for their hire to be made within 6 – 8 weeks otherwise they face loosing the candidate to their competition. Working with an amateur will not achieve the results needed.
6. Retention plans and career development
So a company has worked hard and effectively to get the top talent into their team but now is when the difficult part starts! Retention. No one successful joined a business to stay in the position that they joined in.
This is so important to remember as it is the difference as to whether the hiring company keep their talent or not! Developing career development plans, hiring cycles, mobility plans, etc. is exactly what is important to industry experts. People want to be positively inspired to have something to aim for and to grow in to and it’s critical that companies have a clear plan to keep their top talent!
Mercedes-Benz AG and Google have struck a long-term partnership designed to give the German automaker control over its IP and marketplace while offering drivers navigation, maps and YouTube provided by the tech giant.
The Renault-Nissan Alliance will bring new models to Europe, but it also has the potential to reshape fundamental operations such as finance, distribution, retail and end-of-life disposal of cars.
Torc Robotics, an independent subsidiary of Daimler Truck AG and a pioneer in commercializing self-driving vehicle technology, announced today that it has signed an agreement to acquire Algolux.
Daimler Trucks and Torc Robotics expand public road testing in the US for automated truck technology
Daimler Trucks and Torc Robotics, partners in Daimler Trucks’ Autonomous Technology Group will soon expand testing of automated truck technology to new public routes in the US.
The team completed initial mapping of additional routes in January. These public road testing efforts allow the teams to collect data from real-world traffic scenarios beyond what can be learned from computer simulations and closed road courses.
Initial public road testing started in southwest Virginia last year, where Torc is headquartered. The supportive state and local governments, combined with the well-developed infrastructure and highway systems allow the teams rigorously to test, to develop and to deploy the automated system.
The Autonomous Technology Group will continue to test the next generation of automated driving software in Virginia and will add the upcoming new routes to the data collecting. This extensive testing is part of Daimler Trucks’ and Torc’s comprehensive validation approach to bring safe highly automated trucks to the road.
The expansion of road-testing in the US is part of the Group’s continuing real-world application and collaboration with drivers, regulatory affairs and community stakeholders to ensure the common goal of building trust towards improving road safety and efficiencies in transportation.
Daimler Trucks has dozens of years of experience in testing and validating the durability, reliability and safety of commercial vehicles around the world. With Active Drive Assist (Mercedes-Benz Actros, FUSO Super Great) and Detroit Assurance 5.0 with Active Lane Assist (Freightliner Cascadia), Daimler Trucks has brought partially automated driving features into series production. In 2019, Freightliner, the North America market share leader, unveiled the first SAE Level 2 automated truck, the Freightliner Cascadia.
Similarly, Torc’s “Asimov” autonomous driving system has been tested on public roads with zero accidents, including a cross-country journey. In joining their extensive testing experience, Daimler Trucks and Torc have developed a comprehensive validation approach and safety protocols for automated driving and are completely aligned with the federal framework policy for testing and commercial deployment of SAE Level 4 automated trucks.
All automated runs require both an engineer overseeing the system and a highly trained safety driver certified by Daimler Trucks and Torc. All safety drivers hold commercial driver’s licenses and are specially trained in vehicle dynamics and automated systems.
Following the investment announcement in automated driving at the beginning of last year, Daimler Trucks established the Autonomous Technology Group in June 2019. Together with Torc, Daimler Trucks’ global organization for automated truck driving brings together its worldwide experience and expertise.
The Group takes responsibility for the overall strategy and implementation of the automated driving roadmap, including research and development, testing and validation and setting up the required operations infrastructure and network with the ultimate vision of series production of highly automated trucks (SAE level 4) within the decade. The Autonomous Technology Group has a global reach with experts working in various locations throughout the company’s worldwide development network located in Portland and Blacksburg in the U.S. and in Stuttgart, Germany.
Based in Blacksburg, Virginia, Torc became part of the Autonomous Technology Group in August 2019, following Daimler Trucks’ investment in the company. By offering advanced, road-ready technology, plus years of experience in heavy vehicles, Torc has grown into a global industry leader in the field of automated driving. Torc’s SAE Level 4 virtual driver system “Asimov” has been integrated and tested successfully in multiples applications running on public roads from urban to long-distance highway routes as well as in rain, snow, fog and varying light conditions.
As part of this research and development, Portland-based Daimler Trucks North America (DTNA) is refining a truck chassis that is perfectly suited for highly automated driving as well as the redundancy of systems needed to achieve safe, reliable driving. As part of the Autonomous Technology Group, DTNA is also researching the infrastructure required for the operational testing of initial application cases. DTNA is contributing to the successful development of automated driving technology and vehicle integration for heavy-duty trucks.
Original Article: https://www.greencarcongress.com/2020/02/20200219-daimlertorc.html
Mercedes-Benz AG and Google have struck a long-term partnership designed to give the German automaker control over its IP and marketplace while offering drivers navigation, maps and YouTube provided by the tech giant.
The Renault-Nissan Alliance will bring new models to Europe, but it also has the potential to reshape fundamental operations such as finance, distribution, retail and end-of-life disposal of cars.
Torc Robotics, an independent subsidiary of Daimler Truck AG and a pioneer in commercializing self-driving vehicle technology, announced today that it has signed an agreement to acquire Algolux.
What is STEM?
STEM is a term initiated by the National Science Foundation, specifically coined together by Dr. Ramaley when she was assistant director of the education and human resources directorate from 2001 to 2004. STEM stands for science, technology, engineering and math. By learning about STEM, it creates logical thinkers, increases science literacy, and enables the next generation of innovators who are critical factors in allowing our world to grow. In addition to field-specific technical skills, these jobs require soft skills, including: Advanced science, technology, engineering or math knowledge.
Why is there a gender gap in STEM?
There are a number of reasons why there is a gender gap in STEM, but one repeating factor is stereotypes. Stem fields are mostly viewed as masculine, and it’s been proven that young girl’s maths abilities are usually underestimated so by the time they get to secondary school, they feel less confident in those subjects and are pushed more towards subjects like creative writing. Because of this, fewer women study and work in STEM, which creates more male-dominated cultures. One of the highest-earning STEM occupations, such as computer science and engineering, have the lowest percentages of women workers.
How can we encourage young women to get into STEM?
There are a number of ways we can encourage women to get into STEM. By exposing them at a young age and encouraging them in a positive way and then maintaining that exposure through primary and secondary school. Another way is introducing them to female role models who they can look up to, and who inspire and motivate them to pursue their dreams. Creating networking events and hosting science workshops where young women don’t feel like they are overlooked is also a good idea.
As an employer, what can you do to promote women in STEM?
As an employer we can make sure that we create a work culture that makes women feel comfortable and equal to men in the office. Understanding that women sometimes have different interests when applying for roles such as the company culture and flexibility and making sure that job adverts we put out don’t discourage women from applying by being unintentionally biased towards men. Research suggests that women are less likely than men to apply for a role if they are not completely confident in their suitability. Promoting equal pay and offering family-friendly benefits is also something which will make women more interested.
Publishers Notes;
Diversity & Inclusion are the latest buzzwords everyone is throwing about, but what do they mean to you…
The demand for female talent within STEM is increasing rapidly, alongside a real push for diversity and inclusion across all industires, but having a conversation around this can sometimes prove difficult as people push it aside as they know the controversy it can engender.
At Connecting Experts, we have started a podcast called STEMsational where we will be having open and honest conversations with female professionals in a variety of industries about how they got into their STEM fields, their careers, their thoughts on diversity and inclusion, and honest advice for women looking to break into or already working in STEM.
With this podcast we aim to get the ball rolling about having conversations around this topic and also inspire young women looking to get into STEM careers.
Mercedes-Benz AG and Google have struck a long-term partnership designed to give the German automaker control over its IP and marketplace while offering drivers navigation, maps and YouTube provided by the tech giant.
The Renault-Nissan Alliance will bring new models to Europe, but it also has the potential to reshape fundamental operations such as finance, distribution, retail and end-of-life disposal of cars.
Torc Robotics, an independent subsidiary of Daimler Truck AG and a pioneer in commercializing self-driving vehicle technology, announced today that it has signed an agreement to acquire Algolux.