Policy Priorities
The Six Strategies of
Talent Pipeline Management
Strategy 1: Organize Employer Collaboratives
In collaboratives, employers act as the end-customer of an education or workforce partnership and engage directly with education counterparts to create a single, clear, dynamic understanding of in-demand skill sets. Education and training providers benefit from this employer leadership that will result in better, more streamlined pathways to employment for learners.
Strategy 2: Engage in Demand Planning
Demand planning uses dynamic, short-term forecasts that are continuously updated. This data is more specific and speaks directly to the needs of the employers in the collaborative regarding:
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• Quantity – How many positions it needs to fill
• Location – Where job openings will be available
• Time – When they will need positions filled
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After demand planning, data is aggregated and shared to gain a better understanding of employer needs.
Strategy 3: Communicate Competency and Credential Requirements
In this step, employers need to work together to create a common language in describing skills, competencies, credentials, and other hiring requirements allowing them to better communicate similarities and differences in hiring requirements to education and workforce partners.
Strategy 4: Analyze Talent Flows
Demand planning uses dynamic, short-term forecasts that are continuously updated. This data is more specific and speaks directly to the needs of the employers in the collaborative regarding:
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• Quantity – How many positions it needs to fill
• Location – Where job openings will be available
• Time – When they will need positions filled
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After demand planning, data is aggregated and shared to gain a better understanding of employer needs.
Strategy 5: Build Talent Supply Chains
This step helps employers identify the key performance metrics, develop criteria for selecting or recognizing preferred talent providers, and work with their recognized partners to co-design a value stream map that lays out the major roles and responsibilities of all talent supply chain partners. Employers also work with partners to identify incentives, such as work-based learning opportunities, that help optimize performance as well as measure and communicate ROI to participating businesses and key partners.
Strategy 6: Continuous Improvement
Through the continuous improvement process, employers and education and workforce partners can work together to improve the ROI for all major stakeholders in the talent supply chain, ensuring employers remain engaged and committed to the collaborative.
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