Restaffing The Self-Driving Space: Moving Past Traditional Recruitment

By Syed Talha Masood, Forbes Technology Council

Self-driving cars were science fiction a few years ago, but most technologically advanced nations now have autonomous automobiles—making this once-impossible fantasy a reality.

Self-driving cars have conquered the automotive sector with significant expenditures and achievements but still need to scale due to many problems. The most prominent issue that stands out is rapid technological advancement and expertise.

The self-driving space works by the motto of autonomy, so why not recruit with the same vision and scale as the talent cloud by tapping into a large talent pool to be faster in the market?

Where The Self-Driving Space Is Heading

The self-driving space has been driven by various factors, including technological advancements, increased investment and changing consumer attitudes. As the industry continues to mature, it has the potential to revolutionize the way we think about transportation and mobility.

Here are some trends surrounding critical investments, consumer behavior and advancement when it comes to the rise of the autonomous vehicle industry.

  • 26% of consumers have a favorable view of self-driving vehicles after Covid-19.
  • The global autonomous vehicle industry is expanding by 16% annually.
  • As of 2020, companies had spent roughly $16 billion on automated vehicles.
  • Self-driving cars could reduce driving fatalities by 94%.

The Challenges Of Scaling And Talent Gap In The Self-Driving Space

Several tech and automobile organizations are working on their versions of autonomous driving technology to roll it out globally. However, expansion may need to accelerate because of a need for more skills to access local data. In short, there is space for more advancement and technology in the self-driving area that awaits a new wave of technology.

There is currently no fully autonomous car on the market produced by a commercial entity. However, given AI’s reliance on massive data, relocating will be easier than starting from scratch. All in all, the only solution for the scalability of the self-driving space is a talent pool that innovates.

The automotive sector is predicted to face a global shortage of 2.3 million skilled workers by 2025 and 4.3 million by 2030. The skills that are in high demand in the self-driving space include robotics, artificial intelligence (AI), software engineering, electrical and mechanical engineering, data analysis, cybersecurity and regulatory compliance

The self-driving industry is relatively new and highly competitive. As a result, the collection of people with experience in this field still needs to grow. This makes finding qualified candidates with the necessary skills and expertise to work on these complex systems time-consuming and challenging.

Moreover, it is highly competitive, with many companies vying for a limited pool of available talent. The competition drives up salaries and benefits, making it challenging for smaller companies to attract and retain top talent. Additionally, 80% of employers say they are having difficulty finding skilled workers, and 52% of recruiters say they are most interested in candidates with a STEM degree.

Successfully Transitioning To And Leveraging The Talent Cloud

The demand for new skills and expertise is increasing as the automotive industry evolves, which could make tapping into the talent cloud challenging. However, leveraging the talent cloud and keeping up with the pace of rapidly changing technology may seem more complicated than it is.

Here are some critical steps to ensure a smooth transition.

  • Identify the skills and expertise needed to meet the company’s goals and objectives instead of just assessing the workforce. This can help AV makers target their talent acquisition efforts and attract the right talent from the talent cloud.
  • Partnering with educational institutions and offering internships, apprenticeships or other training programs can help the AV industry build a pipeline of skilled and qualified talent.
  • The talent cloud offers access to a vast talent pool. Leverage machine learning and AI-powered recruitment platforms to source and assess candidates.
  • Consider offering flexible work arrangements such as remote work options, flexible hours or job-sharing. This can help attract top talent that values flexibility and work-life balance.
  • AV industries must invest in their employees’ constant learning and development. Offer training, mentoring and coaching opportunities to help employees develop new skills and grow in their careers.
  • Foster a culture of innovation where employees are encouraged to take risks, experiment and explore new ideas.
  • Continuously monitor and assess the performance of their new hires from the talent cloud. It will help them identify areas for improvement and make any necessary adjustments to their talent management practices.

The self-driving space is heading toward significant growth, increased investment, changing consumer attitudes and technological advancements. However, the industry faces scaling challenges due to the requirement for more talent with the necessary expertise.

By adopting a holistic workforce strategy, the self-driving space can overcome these challenges and smoothly transition into the talent cloud, enabling it to innovate and scale faster in the market. The future of self-driving technology is bright, and with the right talent and expertise, we can revolutionize how we think about transportation and mobility.