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Build Early K-12 Talent Pools

Let’s dive in to he next step, Build Talent Pools

Build Talent Pools

Traditional workforce development has focused on developing your current workforce, and mainly your direct employees. More recently this has expanded to include contract, transitional, seasonal and the development of other types of workers.

Many companies have an emerging workforce program which includes college recruiting, new college hire training programs and career paths with a focus on the college candidate.

To round out a comprehensive workforce strategy you should also have a program and focus on the development of your future workforce. This is the development and engagement with future generations to help prepare them for your jobs and careers.

The 10 steps to your Future Workforce program are outlined here.

Develop a Talent-Ready Workforce!

As leaders we know the way to grow our business is to get the right talent with the right skills in the right positions. We are only as good as our team.

I have run small and billion dollar businesses, hired hundreds of people, had thousands of coworkers in my organizations, and built intern and new college hire programs. The biggest challenge was always finding, hiring and developing our colleagues.

The Resume is 542 years old. Is it still relevant?

Resumes have been around for so long that job seekers and employers don’t stop to question its relevance. Does the resume still hold the same value as it did when it first originated? Resumes were used in the middle ages by Artisans and skilled workers to detail their qualifications. The resume’s existence was first recorded in 1482 when Leonardo Da Vinci was seeking a job in Milan. The resume did not reappear until the 1930’s, but even then resumes weren’t formal. It was later suggested that women not write resumes. Men were encouraged to write resumes that include their photo, age, weight, height, etc. Though, providing that information seems acutely irrelevant to job skills and experiences. 

During the 50’s resumes became a requirement rather than a formality. By the 80s there were several technological advancements. Resumes started looking more professional, books were written about resumes, and the fax machine emerged by the late 80’s to quickly send resumes. During the 21st century, technology was integrated into the recruiting process and people started to share their resumes through email and creating professional profiles on LinkedIn.

Talent Acquisition Solutions in a Transitioning Labor Market

According to Pew Research Center, about one in five adults in the US ages 65 and older were employed in 2023. Once these Americans start to retire, what will happen to the Labor Force? How are Talent Recruiters preparing for these transitions?

The talent of 30+ years of industry knowledge going out the door could lead to a shortage in the labor force. The searching, recruiting, and hiring of talent who possess the same or similar amount of experience generates a new challenge for Talent Acquisition Managers, creating uncertainty.

Investing in training and upskilling employees to step up and take the place of managers who left the company is the 3rd of the challenges, considering that there is already difficulty finding workers to fill open jobs.