While the shortage of highly skilled STEM workers is not new, we do know that this talent gap isn’t going away anytime soon. So, what can employers do to access the STEM talent they need? Here are 8 tactics that I suggest:

1. Focus on the work, not the worker

When your company needs work to be done, is your first thought usually to hire someone permanently or full-time? In STEM fields, where supply of talent is tight, and free agent numbers are on the rise, 'owning' the talent may not always be possible.

From 2009-2011, the growth of self-employed STEM workers (3.1%) was more than twice the rate of growth for STEM workers in traditional employment relationships (1.5%). And, the growth of self-employed STEM workers (3.1%) was five times the rate of overall employment (0.6%).

So, instead of looking at the job to fill, look at the work that needs to be done and consider the growing population of STEM free agents to help.

2. Go virtual

In today’s global economy of innovation, another way to widen your talent net is to go virtual. In this setting, work can be sent to the worker, not the other way around.

3. Look inside and be flexible

With a large number of STEM workers (especially in some key engineering fields) approaching retirement, the importance of retaining these skills becomes paramount. Has your company put in place a formal program for mature workers looking to work a reduced, or flexible schedule as they transition into retirement? Women are far more likely than men to cite time and family-related issues as reasons for leaving their STEM career. So, consider the flexible work options you offer today. Are they a differentiator in the employment marketplace?

4. Revamp your internship program

Internship programs are now occurring throughout the year, not just over summer, and an intern doesn’t have to apply to college-age workers only. More mature workers are now enrolled in college programs, so internships are attracting seasoned workers. Make sure your internship program targets the talent that’s right for your organization.

5. Purposefully target women and minorities

It’s clear that women and minorities are underrepresented in STEM careers. Employers should increase their efforts to engage directly with these growing worker populations. For STEM talent specifically, begin to build your talent community by reaching out to groups that cater to these candidate pools. Groups like:

The Society of Hispanic Professional Engineers
The National Society ofBlack Engineers
The Association for Women in Computing
Also, look to minority staffing/recruiting firms to build your bench strength of STEM talent. Niche firms specializing in minority, women, and disabled veterans have unique insight into where and how to find this key talent.

6. Sell your company, not the job

Sell everything your company has to offer potential STEM candidates. Younger generations, and in particular, women with a STEM education, are looking for more meaning and flexibility from their work life. Whatever your employer brand, now may be the time for some fine-tuning.

7. Connect with local schools

The most important thing your organization can do to drive change is to begin an ongoing dialogue with local universities, community colleges and high schools. Educational institutions need to understand the demands of your industry and what skills and experience you need to grow your business so they can design curricula and job training around your needs. To start exposing young students to STEM careers and careers with your organization, talk to your local schools about partnering with them to promote STEM careers and education.

8. Think military

The U.S. military produces nearly 400,000 new civilian workers annually, making it one of the largest and most valuable sources of skilled talent in the country. In addition to having a broad range of technical and professional skills, servicemen and servicewomen often have other important qualities like strong leadership and teamwork skills, a flexible/adaptable approach to dynamic work situations, and a global outlook (many speak more than one language). These reasons make recruiting among the military a great STEM talent acquisition strategy.

These tactics are part of How to Find (and keep) STEM Talent. You can download this free Ebook on the increasing demand for STEM workers and what it will mean for your organization here.