Alan Stukalsky is CIO of Randstad, North America, part of Randstad Holding nv, the world’s second largest provider of HR services and staffing. Stukalsky is responsible for information technology plus voice and data communications in the United States and Canada. He oversees all facets of technology, including strategy, applications, infrastructure, support and execution.
Stukalsky’s main objective is to steer technology that drives innovation, generates economies of scale and develops best practices for all Randstad businesses. His primary areas of focus include all customer and employee-facing applications, back office technologies, business intelligence, infrastructure and various third-party applications. Stukalsky also directs Randstad’s Real Estate group and oversees a staff of more than 200 internal employees.
During his tenure, Stukalsky has held additional positions such as Director of Global Applications for Randstad Staffing and earlier in his career he served as CIO of Church’s Chicken, a $1 billion restaurant chain.
Stukalsky holds a BS Mechanical Engineering from Georgia Institute of Technology and a BS Mathematics from Emory University. He is passionate about raising awareness of STEM careers with students and actively participates in STEM-related activities at the primary, secondary and college levels, including work with Junior Achievement, Georgia State University, Women in Technology, iD Tech Camp, a high school robotics team and more.
Stukalsky sits on the board of the Atlanta CIO Executive Summit, Atlanta Governing Body; The Georgia CIO Leadership Association, Advisory Board; Omicron, Advisory Board; and Staffing Innovation Exchange, Steering Group. His industry affiliations include membership or participation in Atlanta CIO Executive Summit (Atlanta Governing Body), Omicron: The Center for Information Technology Management, TechBridge, Technology Association of Georgia (TAG), Year Up (partner) and Atlanta Technology Professionals (former member).
Born in Argentina and raised in Miami, Stukalsky enjoys playing soccer, football and spending time with his family.
As IT leaders increase efforts to raise awareness about STEM careers, they’re also re-defining the hiring strategies that build their talent pipelines. These emerging strategies represent a paradigm shift in how the industry attracts and retains a strong workforce and puts into question a number of assumptions about the qualifications and experience candidates must bring to the table.
As a partner to companies hiring IT talent across the country, Randstad is acutely aware of the struggle organizations face in sourcing candidates who meet a job’s experience, skills and academic requirements. We have also seen firsthand how companies can impact their talent strategies by adjusting the lens on some long-standing, status-quo hiring requirements and creating a level of flexibility to broaden their reach and build effective teams.
For example, in today’s STEM-stretched candidate environment, many hiring managers can bring on highly skilled candidates by relaxing requirements for specific college degrees and instead focusing on skillsets and certifications. By thoroughly assessing what education level is truly necessary for each IT position, employers can tap into new sources of talent who are primed to succeed, even if those individuals lack the “required” university diploma. Vocational programs and trade schools often produce candidates who are as equally qualified in STEM skills as those coming out of four-year programs. Students in these academic settings frequently work on projects that simulate real-world scenarios and complete entry-level, on-the-job internships that boost their workplace readiness.
Additionally, the broad-based STEM coalition is expanding academic opportunities through teaching and learning models that enable students to successfully meet STEM-focused college and career-ready standards outside of the traditional university environment. By easing the necessity of specific college degrees, hiring managers can focus on sourcing candidates who bring the all-important ability to learn IT-related skills despite limited talent sources, especially for entry-level jobs or to support emerging technologies. We also see companies recruiting outside of strict IT disciplines to attract professionals with aptitude from other STEM fields and supporting them with on-the-job training.
Retaining valuable IT employees remains a challenge, particularly in today’s tight talent market. Our recent study of IT hiring managers across the country reveals that despite having retention incentives and programs, 60 percent struggle to keep their best team members from leaving. Additionally, we know that employees generally are more satisfied if they know their daily activities impact their organizations’ core business and if their organizations visibly support their career growth. IT executives can impact these aspects of employee satisfaction by proactively cultivating their current teams and providing opportunities for individuals to grow and learn new skills.
Inherent in this discussion is the need to address the workplace preferences of different generations now working side by side in many organizations. Employers can gain great insight by simply asking employees about their learning and communication preferences. For example, in a recent generational survey, we found that the newest workers, Generation Z (ages 16 to 20), prefer to have a mentor and learn hands-on. Although Generation Y (ages 21 to 32) likes hands-on learning as well, these employees also have a strong desire to work independently and are more interested in online courses than Gen Z.
Data from the U.S. Bureau of Labor Statistics shows STEM employment is projected to grow to more than 9 million between now and 2022. Therefore, while organizations need skilled workers now, it is crucial to proactively plan for tomorrow’s workforce, especially for IT talent. For example: For the first time, U.S. News and World Report’s annual ranking of jobs reports that the number one job overall isn’t a health care job. It’s a tech job.
Raising students’ and their parents’ awareness of STEM opportunities is a “must-do” if we are to proactively target our future workforce. And once students are interested in STEM, we must keep them engaged and interested all the way through graduation and as they begin their careers.
New approaches to how STEM courses are delivered and perceived — including leveraging new technology — will help inspire students (as young as kindergarteners) and improve outcomes.
Randstad joins the efforts by partnering with Nepris, whose mission is to connect STEM professionals to every classroom and reduce the barriers between industry and education.
Nepris’ web-based platform enables a meaningful virtual experience in which students have interactive discussions with industry experts. These frontline practitioners can help students evaluate projects and educate on the many STEM roles that students may not have considered.
Randstad is also helping to pilot STE(A)M Truck™, a mobile innovation lab that travels to schools and engages students through fun, interactive experiences with science, technology, engineering, arts and math.
For adult learners, “massive open online courses” (MOOCs) are available to anyone who wants to take a university-level course, often with little or no cost. Offered by numerous colleges and prestigious universities alike, these flexible learning models can be especially beneficial to working adults who want to add specific IT or other STEM-related skill sets to their resume.
The STEM puzzle is complex, but both employers and employees have great opportunity to work together to build and sustain the STEM talent pipeline.
Randstad US is a wholly owned subsidiary of Randstad Holding nv, a $22.9 billion global provider of HR services. As the third largest staffing organization in the United States, Randstad provides temporary, temporary-to-hire and permanent placement services each week to over 100,000 people through its network of more than 900 branches and client-dedicated locations. Employing over 5,300 recruiting experts, the company is a top provider of outsourcing, staffing, consulting and projects and workforce solutions within the areas of engineering, finance and accounting, healthcare, human resources, IT, legal, manufacturing & logistics, office & administration, pharma and sales & marketing. Learn more at www.randstadusa.com and access Randstad’s panoramic U.S. thought leadership knowledge center through its Workforce360 site that offers valuable insight into the latest economic indicators and HR trends shaping the world of work.