This highlight video is from February 23, 2024 session Checkpoints that Matter: Improving Retention and Alternative Talent Pipelines
Session Focus: Uncovering 'Checkpoints that Matter' when building Alternative Talent Pipelines.
This session explores innovative strategies for developing alternative talent pipelines, a crucial approach to improving employee retention and reducing turnover in today's dynamic workforce landscape.
In this roundtable discussion, our session leaders provided valuable insights on improving retention and building robust alternative talent pipelines. As Larry Mohl noted, "People come for the organization they stay for the people and they leave because of the manager." With that in mind, what are the moments that truly matter for creating an engaging and inclusive experience for non-traditional hires?
Strategies for Workplace Readiness:
Checkpoints that Matter builds talent pipelines for in-demand jobs with essential skills and certifications, emphasizing critical experiences and ensuring immediate, effective employment.
WHAT ARE CHECKPOINTS THAT MATTER FOR
CAREER DEVELOPMENT PROGRAMS
Here are three key takeaways for learning leaders we wanted to highlight:
- Focus on inclusion, development, and retention during onboarding through impactful "moments that matter" in the first 90 days and year. Intentional checkpoints create a sense of belonging.
- Create opportunities for new hires to have an authentic voice through listening sessions, pulse surveys, and facilitated peer groups. This enables transparency and retention.
- Build diverse alternative talent pipelines drawing from non-traditional sources like veterans, non-graduates, English learners etc. Expanding sourcing is crucial for readiness.
The session revealed how real-world, experiential learning can equip alternative candidates with immediately applicable skills. "Checkpoints that Matter" methodologies focus on hands-on labs, certifications, and experiences that ensure competence and confidence from day one.
By focusing on essential moments that accelerate readiness, organizations can unlock the full potential of alternative talent pools. This enhances skills supply while fostering a satisfied, empowered workforce invested in employees’ success.