As employers continue to experience problems finding qualified workers for jobs that are critical to their companies, there have been many different approaches to address this issue. Some employers have partnered with local initiatives, engaged with community based organizations, or served on academic advisory groups as part of their talent strategies to improve the pipelines of qualified workers. The leadership employer’s play in these initiatives and groups is vital and appreciated by their workforce development, educational, and job-training counterparts. But the talent problem persists.
In 2015, the U.S. Chamber of Commerce Foundation launched a pilot program called Talent Pipeline Management, an employer-led workforce strategy designed to the respond to the need by providing collective employer leadership which builds the capacity to manage talent supply chains at a larger scale. This movement, which has grown to 200 partnerships involving thousands of employers across 29 states, has clear benefits for employers allowing them to accomplish more together than working alone.
RealTime Talent and the Greater Metropolitan Workforce Council are partnering together to pilot Talent Pipeline Management (TPM) in the Twin Cities. Employers representing long term Healthcare providers have joined together and the pilot will launch in August. Financial Services and the Public Sectors are evaluating their ability to engage in this collective effort as well. Participating organizations will form new employer collaboratives to manage the talent pipeline around a shared business need. By identifying which positions and capabilities are most critical and how many workers are needed to fill them, these employers will engage in an extremely strategic and unified demand planning process. With one voice, the employer collaboratives will be able to communicate competency and credential requirements, identify current sources of qualified talent, and potentially identify new sources of talent. Educational institutions and training programs will play a vital role once employer collaboratives have completed their work. With insights into this aggregated employer data, the ability to provide the right talent, for the right position, at the right time, becomes more necessary. Finally, employers will be able to implement shared performance measures and understand the ROI of the talent supply chain, ultimately improving performance through aligned talent supply strategies.
“Greater Metropolitan Workforce Council believes that TPM will provide employers and partners with a proven approach and tools for sourcing talent,” says Andrea Ferstan, GMWC’s Executive Director. “It enables employers to efficiently and effectively work together as a sector to analyze talent challenges and opportunities, and drive solutions.”
For information on joining a sector-based employer collaborative, reach out to Phil Arellano with RealTime Talent.
Information about Talent Pipeline Management was provided by the U.S. Chamber of Commerce Foundation Talent Pipeline Management page.
