It has become a common occurrence for the world's professional sports teams. The star player leaves, another is signed to take his place. The bench is too thin, new talent is called up from the minor leagues or drafted out of college to become the key contributors of tomorrow. But it doesn't work that way in the "real world" of software engineers, internal auditors and VPs of marketing right? - or does it?
The Creating a Talent Pipeline learning track looks at the ways in which the best organizations are preparing themselves for a talented future even as they take care of the hiring requirements of here and now. We've all heard that companies are looking for the best and brightest today, but building a successful team requires talent at multiple levels at multiple times including contingent labor . Organizations don't need to hire all the A performers today, they just need to know where they are, have the tools in place to "call them up" when the time comes and have an employer brand that will attract them to their roles instead of those of the competition. This track will examine all the elements of this process: from the sourcing required to find the right people, to the technology tools used to keep track of them to the elements of the employer brand that will dictate hiring success.