Every manufacturer in the 3D printing industry is looking for the same pool of talents these days; there is a growing need for more engineers and designers. Even with the crop of graduating students coming in, there is still not enough to fill in 3D jobs with the right skill set. Jennifer Killingback of Alexander Daniels Global reveals what they are looking for in candidates from production, programming, post processing, sales and business development. Find out what your LinkedIn profiles should look like to get that phone interview and learn how you can get more involved in the industry by attending expos and cons.
We have a very different interview and episode for you. It’s really a part of the industry we’ve not really dived into very much but I think should be of interest to a lot of you. We’ve dived into it from our opinion and from other’s opinions but we’ve never gotten an expert on this. I’ve been trying for over a year and a half to get an expert in on it and we finally got one. We’ve got Jennifer Killingback from Alexander Daniels Global. They are specifically niched additive manufacturing recruiting company and they are worldwide. They are recruiting all over the world. Any of you out there who are already in the industry and looking for a different job or you’re looking to get into the industry, maybe you’re a student or you have another job and you’re looking at a second career and you wanted to be in additive manufacturing, 3D printing in some way, shape or form, you really want to listen up for all the details in this episode.
Jen has a ton of experience working in Human Resource Management and recruiting for over 25 years. She has been in various industries including OEM, which is Original Equipment Manufacturing. For those of you who don’t know, that might be building big, giant production 3D printers or things like that, companies who do all of those things. She is currently the Principal for North America’s recruiting at Alexander Daniels Global. Because she’s got the vision from both sides, she has tremendous depth knowledge of what it takes to be a good candidate as well as to building a good job description and for really searching for it. She is really in the right place at the right time too because this is exploding. Our opinion has been that there is a job skills gap. We’ve been saying that for quite some time. We believe there’s a skills gap. We believe there are more jobs than there are people to fill them with the right skills. For us though, that’s been I would call anecdotal evidence. We don’t have the hard quantitative data to back it up but certainly from everything that we’ve read and seen and everyone we’ve talked to in the industry for years now, we believe that’s the case. Now, we’re going to find out if that’s actually true from someone who has the data. Let’s go straight to Jen.
Listen to the podcast here:
3D Jobs From Production To C-Suite with Jennifer Killingback from Alexander Daniels Global
Jen, thanks for joining us.
Thanks for having me.
We’ve been a big advocate of the fact that there are lots of design and engineering and 3D print jobs out there going vacant or begging might be the case. I finally have a person we can talk to, to confirm that. Is there a job gap, a skill gap in additive manufacturing and 3D printing?
There is absolutely a skill gap in 3D printing on a global scale. As you know, I am responsible for the North American market but my team sees it equally in the EMEA, APAC region and that’s with OEMs, service bureaus, distributors and resellers, production facilities and of course end users. Everyone wants the same pool of talent and there just isn’t enough to go around.
What type of jobs are we talking about? What type of range of positions do you look for?
We have been asked to find basically anything in additive from production or programmers to people that program the machines, do post processing of parts whether it’s metals or resins all the way to C-level positions but where we see probably the largest request is in sales, in business development and R&D application engineering.
That’s an area that we have been told by other business researchers is going to be an increasing gap area for jobs in the coming years. Their theory is as more companies in the United States especially shifts to additive manufacturing and are not manufacturing as many things perhaps in other countries as they used to be, they need more designers and engineers to develop those products. Would you agree with that?
Absolutely. When dealing with additive manufacturing in terms of engineering, you are continuously upgrading machines, creating new machines, new materials, developing new processes, post-processing, functions and how to save money, how to make it greener. What appears at this very moment, there’s always going to be more and more research needed to make this a viable industry in the years to come and also to keep it on this path of success. For example, metal printing. As we all know, metal printing has really taken over the headlines this past year. More of the roles that were traditionally a mechanical engineer or a sales manager, they needed to have a sales background or a mechanical engineering background. With the metals coming more into play, what we’re seeing is a strong desire to find people that have metal knowledge. People that not only can talk about selling a printer that will print say in titanium, but that the sales manager understands what things can be printed in titanium. What are its properties? What are its limitations? That’s going to be a big skill gap.
On the sales side, you see that companies need people with real manufacturing knowledge of not just best practices but how things are made. In order to help people, you’ve got to know what they can and can’t do with it.
The sales role seems to become more consultative as this industry grows. A sales person may work in conjunction with an application engineer or a senior project engineer to better educate the client on the printer they’re buying, the material they’re buying or the parts that they’re buying from them.
I would imagine the post-processing becomes a critical factor for a lot of companies. If you’re talking about implementing a manufacturing line or a production line for some product, then maybe it’s even more so if you’re setting up a service bureau that could be doing anything for anybody. Right now, I’m thinking about a company that’s setting up a production line to make a product and making the part is one thing and that’s incredibly important to be able to make the right part that meets the requirements but then the finishing is really critical. Not everybody wants to create a finished part that even if it’s made of metal, is that raw material on the surface finished? How much has post-processing and finishing become a part of companies’ plans as you see it?
I think post processing is very important because that’s time being spent. You’re paying people not just to run the machines and to do basic maintenance on the machines. For instance in polymer resin printing, you need someone who maybe has a delicate touch to the parts so they don’t break them. The support structure, how much of the support structure needs to be taken away, dissolved or does it just print exactly as is on the build plate and you can simply pop it off. All of those contribute to cost and savings. When you get into metal printing, where we had subtractive manufacturing with CNC machining, now they’re playing in tandem with the post-processing of metal additive because it will print the part, but it doesn’t necessarily come out perfectly smooth or a great bottom or there are supports that have to be taken off.
You have to have someone who has experience, who knows what they’re doing there already.
It would definitely be helpful. It is an area that I believe you can find as the new skilled trade. For instance, if you have someone who is very good with their hands, very detail orientated, able to read blue prints, CAD drawings, things of that nature, it could be a great skilled trade to bring people into. There are organizations currently addressing that. One instance is 3D Veterans where they are working with veterans that are coming out of the service and putting them in boot camps to learn the skills to run the machines and to have gainful employment once they come out of the service.
I’m very happy to hear about the 3D Veterans. That is an area that we have some interest in. Neither one of us are veterans but we have family members who are and certainly we see the big need in this country to help veterans transition to civilian life and they may not have the right skills. Are you finding that companies are willing to train? I know you’re saying this organization helps train people for these jobs, but are companies willing to train or they do they generally not have the skills internally to train?
Generally in production positions, I have found that companies will train candidates or new employees on the post-process. They generally need to have certain skills to be selected for that role. For instance, if I was hiring a production post-processing person for polymer, I may look at someone who has done maybe computer repair, has fine motor skills, is very highly attentive to their detail, how well do they communicate. Looking more for those outside skills to bring into additive and then of course with metal, do they have any metal knowledge? Are they a welder? Did they take CAD in high school? Did they take welding in high school? That could be a great transition for someone that maybe is not looking to go to college but has some solid skills that would blend well to a skilled trade.
That’s really great that they have the vision to be able to say, “If they’ve got this, it should translate and we’ll be able to do this with them.” I think that’s fantastic. Does that mean though that having a resume is just not good enough anymore and you need people to apply and show different things to you as they’re applying?
Some of the areas in recruiting in additive that prove to be challenging are location. Additive manufacturing is still somewhat small in North America. It’s not in every State to the point where we have major employers throughout the country. It’s like pockets of employers. The Northeast up in Boston, down in Texas, out in California, maybe down in the Southeast in South Carolina and of course here, Detroit and Illinois but it’s not so widespread that if you’re a university student in Kansas and you took some additive classes that you’re going to be able to put your resume out in Kansas and get the job of your dreams.
Candidates may need to be willing to relocate or because there’s this gap in skills, are companies willing to help provide some relocation assistance for the right candidates?
It really depends on the position and also the employer. Some positions can be remote where you could stay in Kansas. Let’s say that you’re a field service engineer and you travel 70% to a 100% of the time or if you’re a sales person, you may work remotely. Of course if you’re an engineer or you’re into a very customer facing, maybe a customer experience center, you’re going to need to be there. In some instances, companies have told us, “We will offer some relocation assistance.” Other times, we’ve had candidates be very upfront and say, “I do not need any relocation assistance. What I need is a position and the career that I went to school for and I really want to get into additive manufacturing.”
Are you looking at alternative industries for some of them? To me, when you have a sales job, it’s not all that attractive in additive manufacturing right now because the numbers aren’t there. It’s not a high-grossing income sales. You’re not going to be stellar top seller. It’s just not that kind of marketplace right now. It’s early stage growth. You need a different type of sales person. Are you looking at complimentary industries, other places where they might want to come out of like, “I made my mind because I know the industry really well,” like textiles or something?
Actually, in the past where I have been asked to find sales people would be in capital equipment sales. People that have sold large-frame heavy equipment, very large CNCs, things of that nature, people that are accustomed to a larger sale or a longer sale cycle. Sales in additive are generally not speak to a candidate in January, quote it in February, sell it in March and it’s installed in April. When you get to the larger machines, it could be six months to a year to close a sale.
You need somebody with that right level of understanding of what that sales process in cycle is.
I’d like to return to the post-processing because that’s an area that I think is risky for a lot of US companies because it can often get into a lot more labor. It could be a very labor intensive process whereas the wonderful thing about additive manufacturing is, it’s a machine making the part. Obviously, you have to handle the parts and clean them up a little bit but if you’re getting into a lot of finishing, painting, plating, powder coating, whatever it might be of metal parts for instance or even dyeing or painting of resin parts, do you see companies shying away from that or are they accepting and embracing that realizing in order to provide the right product or parts, they’ve got to do the whole process?
Personally, I believe up until this point, most of the parts that have been printed and post-processed have been small run samples, benchmarks for sales, things of that nature. When we get into the future of additive manufacturing and 3D printing, the post-production is I guess the necessary evil. You’re going to have that labor. You’re going to have to if you’re going to make a point of printing hundreds of thousands of parts to go into different machines or airplanes or anything like that, you’re going to have to invest in the labor side of it.
Or in the tech side of it, this is where I think innovation can happen. If you don’t have the right research and design team, you won’t get to that.
It all has to work together. If someone designs a part and orientates it the best way when they prepare the printer, then there is less to post-process. Less support is quicker processing. Less support is a smaller chance of breaking apart as well.
That’s the way we design here on purpose. I think that becomes an R&D issue as much as anything and orientation is one thing in the printer. I think when it comes to orientation, somebody with enough experience and knowledge will know there is one right best way to orient a part to minimize the amount of labor after you take it out of the machine. I think when it comes to design and engineering of a part, there are many more opportunities to create a part in a different way to create geometry that still will meet all of the functional and aesthetic requirements of the part but because of its design, it does not need supports in certain areas. That’s at least a challenge that I take up when I design parts for additive manufacturing. Have you experienced companies looking for those kinds of skills?
Absolutely. Everyone wants to make the most out of the time, the material. Material is not inexpensive. What they’re looking for in R&D right now that we are being pushed for is more on the actual printer side. Developing new ways of printing, improving the way machines are printing, maybe trying out new materials, what’s going to work better. That seems to be the push right now on our side of the desk in terms of R&D in applications and what the companies are looking for.
It seems that development industry in the US is still maybe more on building the infrastructure for companies to engage more on additive and we’re not still a little ahead of the curve on companies that are deploying this technology and as you said, manufacturing hundreds of thousands of parts using it. There still needs to be some more time in development before we quite get there.
I believe there are some service bureaus that are doing it and they’ve been doing it for quite a while. In the current atmosphere, it does seem that it’s more of the OEMs of the hardware, materials and software that are really focusing on the sales and R&D applications in my opinion on my books.
I can understand that and obviously, you’re deep into it but you’re one company and maybe that’s an indication of what it’s like in the US market as a whole or maybe not. I would think at some point, if there’s enough of a market there to support all of these companies developing these machines and materials, at some point, it has to tip to being a little bit more of a consumption market than an infrastructure market.
I definitely think that is the wave of the future and that was one of the reasons why I left my position in human resource management with an OEM and went back into recruiting because I’ve done both over 25 years. I saw this coming a year and a half ago where we were shifting from strictly an OEM recruitment pool where people just move around between the OEMs and I could see the service bureaus and the end users and the distributors wanting to hire the people that have been trained. Although additive manufacturing has been here for 30 years or so, it really didn’t explode in hiring until four years ago. It’s still in its infancy as far as hiring in my opinion.
That’s a very interesting opinion to understand. I appreciate that. Actually for what it’s worth, my instinct is that you’re right. We’ve been exposed to owners of large companies that manufacture hard physical goods sold at mass market retail and back even as early as 2014 where some knowledge were shared with us of an owner of a $400-million company that had been meeting with a lot of other similar size companies in the US that are all involved in manufacturing, distributing of these types of goods. They all saw that five to ten years down the road, that their companies are going to have to dramatically change if they’re going to survive and in the ways that you are talking about and seem to be experiencing. The anecdotal evidence is all we really have but would support what you’re saying.
Jen, I just want to ask you, you’ve been in additive manufacturing for quite some time, you obviously have a passionate interest and the knowledge of it. That comes across. It’s not like you just sit there and look at a resume. You know what you need to be searching for. You know what skills that this job requires. You’ve got a passion and understanding for that. Are you saying that in candidates as well, are you seeing people who are just, “I just so badly want to be in 3D printing?”
Absolutely. There is definitely a draw to this industry. It’s new. It’s exciting. The possibilities are endless. They see things that are on an emotional level with the bioprinting. The amazing things that we are doing with materials right now and the hardware and software, it’s just amazing. I think that gets people excited. I get requests through LinkedIn from students, established people in additive, people that want to get into additive. I’ve yet to find someone that said, “Please find me a job outside of additive.” They want to stay in it or they want to get in it. It’s one of the two. One of the areas that is probably the most challenging are the students now graduating or will be graduating in the next couple of years. It’s only been recently that we’ve seen so many new universities and education programs really focused on additive as a career choice versus something that assist in an engineering program. These candidates are contacting us and saying, “I want to get into additive. What should I start doing?” Students right now are graduating or coming up on graduation next year and they’re looking at how to get into additive manufacturing from school.
Some of the issues that they’re facing are they’re not involved in anything outside of school. What I always encourage them to do is really focus on their LinkedIn profiles, network with the proper people, attend the expos when they can like RAPID or even AMUG or something along those lines so that they can be more involved in the industry. The industry is small and it seems that people that have been in it, everyone knows everyone to an extent. Those are some of the things. The other areas where there are challenges, there are some exceptional candidates that are graduating that are students that would require sponsorship. OPT sponsorship for STEM is up to 36 months. Then there’s also H1B sponsorships and things of that nature. Unfortunately, there are not a tremendous amount of positions that offer sponsorship in additive manufacturing.
Is that just because the companies aren’t big enough so they don’t really have full programs for that yet?
It could be that, it could also be the more that we deal in Department of Defense or Aerospace, things of that nature, if it’s an ITAR facility, they can only have people that are US citizen or green card holders.
There are already restrictions in there in their system already?
Exactly. There’s a government regulation. It would be beneficial in those companies that are going to be hiring in additive manufacturing, I would recommend that their human resources department or senior management look into OPT sponsorship for students. Because that does not require much more than being an E-Verify employer.
We have many in San Diego for instance because we’re so close to the border. There are a lot of companies that are E-Verified already. For a long time in industrial design, graphic design, other areas like that, we’ve had Core77 as a big directory of where people post jobs and other things. IDESA has their own directory as well. Is there a directory out there for job listings and where people put their resumes up that are much more 3D printing and additive manufacturing associated?
There isn’t a specific website or listing that I’m aware of that lists just additive manufacturing. Of course, things get picked up on the standard Indeed, Glassdoor. They pick up listings generally that are online and you can find things there. Of course, LinkedIn. I ran a search the other day actually for open positions in additive manufacturing or 3D printing and over 600 jobs came up.
I hear this from people all the time that when you apply for jobs on LinkedIn, they go unanswered. I have known a few people who were extremely qualified in marketing jobs and other things like that and they just don’t go answered. Is it because there are just so many applicants?
I have to say that it’s not even the fact that there are so many applicants. Sometimes, what happens is when someone applies on LinkedIn and you’re going through the profiles if you will, depending on the position it could be that that person is in San Francisco and they want someone in Boston. They may say, “No. We really want someone local to Boston. We’re not looking for relocation.”
It’s just a mismatch in understanding between the listing and the candidate who applies?
It very well could be. Let’s say you look at a particular company in additive manufacturing and they have five jobs listed on LinkedIn. If you go to their website, their career page probably has ten jobs listed. I would venture to guess there are probably another five to ten jobs that aren’t even written yet. They’re about to write. What we tend to do as recruiters is we develop relationships with our clients and our hiring managers and they share things about, “In Q1, we’re going to be looking for two sales people. In Q3, we’re going to be looking to add an R&D team,” or something along those lines. As we are recruiting and looking at different candidates and networking, we have in the back of our mind, “This is a job that could come up, or this person would fit really great in this company and their culture and their location and their background just needs to be there.” We can make those introductions. I think working with recruiters that are specific to additive manufacturing is definitely a positive way to approach it. I’m not speaking for all but in our particular case, we only do additive manufacturing here. All day, everyday, seven days a week, I am focused on additive.
That’s a specialty.
It’s a niche market. Because the market is so small, it is a benefit to know as much as you can about it and who is in it and what the next steps are and who is laying off and who is hiring and who is acquiring who. There’s a lot to know.
To me, the fact that you’re focused on this full-time is very telling in and of itself. I’m sure you’re probably not the only recruiter in the country involved in this, maybe the only one full-time but there’s got to be some others, but the fact that at least you are focused full-time on this speaks volumes for the market and the opportunity and the jobs that are available and the people looking to get jobs there.
I think that just as what any company that uses a recruiter, you use a recruiter to find your best match if you will for what you’re looking for. You have to be talking to people all the time and know everything about your candidate. What makes them tick? Where do they want to live? Why do they want to be in metal? Why do they want to be in polymer? Could they do both? It’s a constant conversation. That’s what our clients are relying on is that we know the people that we are submitting.
Jen, I was hoping maybe you would give us some actionable tips for our job seekers out there. The ones looking to beef up their LinkedIn profile, make sure their resume is attractive to a company like yours, what should they do?
One of the things that I counsel candidates about are their LinkedIn profiles, exactly that. A lot of times, when you look at a LinkedIn profile in somebody within additive manufacturing, if you go on your laptop and you pull up your LinkedIn profile, your public profile and you look at what everyone else is looking at before you scroll down the page or click the About Me, what are you seeing? Many times, there is no reference whatsoever to 3D or additive manufacturing in those first five lines of texts.
I’ve been working with this amazing LinkedIn coach and you can hack your name. You can add, 3D print expert to your last part of your name because there’s extra characters in there. Mine actually says, Tracy Hazzard – Product Launch Expert and that’s legal. That’s totally LinkedIn appropriate. They won’t shut you down for that. You should do that.
When you have the About Me, the first two lines are what show up. The first two lines, I would make it very specific to what type of role you are looking for in additive or the type of role that you are specialized in that a recruiter or a hiring manager would pick up on.
Such a good tip, Jen. Listeners, what you’ve got to understand is that people like Jen are really busy and they see hundreds of resumes. They’re going through all these looking through many, many profiles, so what they see quickly, what they see first is what is going to get them to pause and read more.
I’d like to give you an example because I think it would be helpful for your listeners to understand the process a little bit. I received a job order for one position. On LinkedIn, I have thousands of first connections in additive. I do a search for this specific role in a geographical area and 800 and some plus profiles are populated. I then have to go through 800 profiles just on that initial search to find the key people that I want to follow up with. When they say that a recruiter or a hiring manager is giving you that 30-second view on your resume, on LinkedIn, it’s that first page. You want to grab someone’s attention to say, “They’re an application engineer, 3D printing,” or something that draws attention to your profile.
Thank you so much. We really appreciate you coming and sharing. Is there anything else you’d like to share with our audience?
Just one last thing. Alexander Daniels Global is centered on additive manufacturing. In 2016, we conducted a salary survey specific to additive manufacturing globally. We sent that out for free. It’s a PDF file and it was very well-received by both companies and candidates. We are just now completing 2017 and it will be coming out after the first of the year, I believe. It goes over the APAC market, EMEA, North America, sales, R&D, software. It’s a great reference point I think not only for hiring managers to see where the salaries are, which by the way rose considerably since last year.
Because there might be a shortage of applicants.
Not only do they see the salaries but also for the people considering entering the market or people that are in the market looking to make a career change. It’s definitely an invaluable tool that is theirs for the taking. The easiest way to get it is when it announced on our LinkedIn page for Alexander Daniels Global.
I think that’s just amazing. We didn’t even talk about money and we should. That’s such a critical important part of being an attractive employer as well as being an attractive industry to want to go into as a recent graduate or, and this is the part that I think is really critical, getting retraining. If you need to skill build and the job that you’re going to be going into has a salary that’s worth it, that makes all the difference in the time, energy, and money you might have to put in to this training yourself and learning a new skill.
Jen, I know that you’re document for 2017 won’t be out until early January but just in general, just off the cuff, what would you think the percentage that salaries in this industry have increased in the last year? Do you have a general sense of that?
I do not have the exact number but I know it’s well into the double digits. I also know that there is a very large difference in this industry in the way people are paid. You can have a sales person for example that has a $45,000 base and there are sales people with a $130,000 base. The commission structures are different and some are based on revenues, some are based on gross profit. It is a very diverse compensation model and that’s why I think the salary survey is so important because it tries to give you that minimum, maximum average that you can look at and see where you fall or if that’s the direction you want your career to go, what can you anticipate? Definitely, a great reference tool.
We’ll be sure to let our audience know not only via our website but also on our social media channels when that document is done and available and put a link out to it so they can be sure to know when they can go and get it. Thank you so much for sharing that. Thank you so much for joining us, Jen. Good luck with all those fills for 2018.
Thank you. Looking forward to it.
3D Jobs from Production To C-Suite – Final Thoughts
I have to say, I’m not terribly surprised that there is a skills gap and more jobs than there are people to fill them and I don’t see this changing. I see it getting only to be more and more so. Now, it’s interesting though because she was talking about a lot of students coming out of college. That’s because they’re the first graduates of the new 3D printing “programs” that are in certain colleges. I’m not a huge a fan of all of those programs. I think some of them are good and some of them just are lacking in terms of the broadness that they require for that. To me, I was like, “If that’s your four-year degree, I think you spent too much money on that. You need a broader four-year degree with a 3D print emphasis,” or something like that. I just feel like the program is overreaching in terms of what it’s teaching you in 3D print manufacturing and not enough of what it’s teaching you on the skills that underlie the decisions you have to make. That remains to be seen. I think that because, as Jen said, this market is still in its infancy. There is no way any formal college degree education can really provide you with all of the skills that you need to be able to hit the ground running and be a perfect fit for any job that is out there that they are seeking to fill today.
We talked about this a lot back to our days when we graduated from RISD, Rhode Island School of Design. When we graduated and there was a computer lab and lots of CAD equipment that was donated by big companies who wanted to attract these young industrial designers and graphic designers and all of us in there attract them to their software platforms. That was the whole purpose of it and it was a big lab that they put in. It wasn’t yet in the structural programs. There wasn’t a lot of CAD usage. No one was teaching you how to use it. It was not a requirement to use it. Those of us that got into it had to take the initiative and do it ourselves. That’s a great example because certainly CAD software is a very important part of this industry but there is a whole lot more to it. The point that I was just about to make was that it was a time at which the faculty and the administration didn’t know how to teach it yet. They didn’t know how to incorporate it into their core structures. They didn’t know how to add it into there. That’s what they were trying to get a handle on. If you look at that, if we had waited for them to get their act together and start teaching it, we would have graduated and we would have missed it. In fact, it wasn’t available in the whole time we were there. The fact that they’re incorporating it into a curriculum right now is probably three years behind what is actually needed to be taught right now. That’s because it takes them that long to figure out how to integrate it into their structure and then by the time they do when they agree on it, these are bureaucracies and administrative nightmares at most of these colleges and universities. They don’t move fast enough. That’s really where great that you’re getting some exposure and getting basis for it but you need more.
Our estimate of three years for some schools, maybe some schools that are really taking the initiative will be ahead of that curve but I would even bet most schools it’s going to take more than three years for their education system to be putting out graduates that have those skills that all these businesses need. We think that the technology in this industry is moving too rapidly. The schools aren’t attracting the right kind of teachers, that’s another problem with that. Who knows how to teach all the stuff? There really isn’t places. I say this because we just did this episode with Upload.io. It’s a VR, AR, AI problem as well. You’re talking about there is no place for you to learn those skills that you need. The colleges and universities are not moving fast enough for that. There’s a problem there but there is also a retraining problem because where do you go to get new skills? A lot of this is on you and that’s one of the reasons why we started this podcast way back when.
It’s one of the things that I really appreciate about Alexander Daniels Global and what Jen is doing is that they really have this vision that they want to enable the industrial revolution in additive manufacturing through talent. We agree with that. That’s really part of what we wanted to give you a place at which you could meet people, find tools, find tips, get network. A network is an extremely important part of what Jen was pointing out. It’s one of the key criteria, finding a broader network. Expand out of your little town, your little maker shop. Expand out of that and find a broader network of people who are doing things because when you do that, you accelerate your skills. You accelerate your position. You accelerate what you can do. For us, that’s what we call jump to the learning curve. That’s what we wanted to do here. If you were skill building on your own, we want to give you a broader reach of people and broader reach to things that are out there that might help you do that faster. Accelerate you through that.
What’s exciting to me about this market and while I know some students, maybe either high school students looking to go to college or maybe people that are in college or those that are looking to get training for a second career that are already adults, you may be frustrated and disappointed that there isn’t already an education system that’s going to train you for exactly what you need. You’re interested in it, you’re excited about it and you just want to know, “How do I do it? Where do I need to go? What do I need to learn?” That may be disappointing but at the same time, to me that’s exciting. If I were in your shoes, I am the kind of individual that sees opportunity and takes initiative to take action on it. If you’re like that and you have the motivation and will take the initiative to take action, really you have the ability to go out there somehow, somewhere out probably in your community, although Jen made some good points that there are more pockets of this technology in certain areas of the United States more than others and that’s probably true in other countries for those of you that are listening internationally. Anything you do to go out and get experience in additive manufacturing on your own, to further your own education is going to benefit you.
I would highly recommend, just go out there and get involved one way or another and then find a way to actually make that clear to anybody who would be researching you whether it’s on LinkedIn or even Facebook, anywhere that you have. Find a way to stand out above the crowd of people that are interested in this market and show what those special things are that you’ve been able to learn. That special experience you’ve gotten or any particular areas of interest that you have, that you are taking that initiative is I think that will speak volumes and you will standout and you’ll get that phone call interview or that email. You’ll get contacted by someone.
We want to throw this out to you, listeners out there. We have talked about this multiple times on the show before. We have been asked to look at what we might teach in the training program that has to do with product design and 3D printing and/or materials in 3D printing, whatever it is that you are interested in. If there is a training course that you feel that we can help you with after having listened to over 500 episodes, if there’s something out there that you really want to learn and you cannot find some place, let us know because we’ve been considering doing that. Whether it’s doing a virtual workshop, doing workshops in various towns. Upload.IO has offered their training facility, which is really awesome that they would like to have a 3D class and we’re just really sitting back going, “What is it that we can teach that you’re not getting anywhere else?” We know what we’re good at and we can teach but where are some of the gaps? What’s most valuable to you?
We’re just trying to conduct a little informal research here and find out where maybe some of you see some gaps and things that you would like to be able to learn. Anyway, we throw that out so please give us some feedback on that. You can do that on the comments field and/or there’s a form at 3DStartPoint.com. You can also do that on social media @3DStartPoint because connecting with Jen, connecting with Alexander Daniels Global, connecting and finding out when that salary profile comes out which is going to be awesome, you definitely want to do all that. We have Twitter, we make post but that’s about it. We do have Pinterest, @HazzDesign. We are on LinkedIn. You can follow 3D Start Point’s business page but you can also connect with us. We connect with listeners all the time on our LinkedIn.
What I want to make sure everybody really realize is that while they could keep coming back to the website periodically looking at the blog post for today’s episode to try to get the PDF when it’s out, if you follow us on social media, we will announce it when it’s there. It won’t be there immediately when you’re hearing this episode because it doesn’t come out for several weeks perhaps into the New Year. Once there, we will announce it and then you can then go and get the links to it and download it because it could be very valuable not only for any of you that are educators out there but of course, more importantly to any of you that are jobseekers in this industry. We want to make sure we’re helping be a good resource for you in that regard but you have to follow us if you want to get that information in a timely manner. Thanks again and I’m so glad we were able to finally get someone to really talk about that 3D jobs and the skill gap. I really appreciate Jen for coming on the show. I don’t think it’s something we could have done a year ago or two years ago as in earlier episodes of this podcast because no one had really concentrated this much as she has in it but now, this is great. Times have changed. New information and we’re bringing it to you. We hope you found that fun and valuable. Thanks again. This has been Tracy and Tom on the WTFFF 3D Printing Podcast.
- Alexander Daniels Global
- 3D Veterans
- Tracy Hazzard – Product Launch Expert
- Alexander Daniels Global Salary Survey
- LinkedIn page for Alexander Daniels Global
About Jennifer Killingback
For the past 25 plus years, Jen has been working in Human Resources Management and Recruiting in various industries. Since January 2015, she has been directly involved in Additive Manufacturing both as the HR Manager of a 3D printer OEM and her current role of Principal for North America at Alexander Daniels Global. Having had experience on both sides of the desk, her clients and candidates are keen to find an advocate and resource of industry hiring trends and knowledge.
At Alexander Daniels Global, we have a simple vision: ‘To enable the Industrial Revolution in Additive Manufacturing through talent.’ We support organizations in the additive manufacturing industry to achieve their strategic objectives by partnering with them to identify, attract, engage and recruit high calibre professionals globally. We also work with talented individuals to source opportunities which will add value to their career.
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