MAGNET, an Ohio MEP that recognized the growing need for high school graduates with STEM skills in order to sustain the manufacturing economy in Ohio, created an employer-led pre-apprenticeship program aligned with the Ohio Department of Education College and Career readiness graduation standards, and partnered with local public education and local employers.
Now that employer collaboratives have completed the first five steps of Talent Pipeline Management (TPM), they have the information needed to improve their ROI and respond to the needs of the collaborative through a continuous improvement process.
Public and private sector leaders in Kansas have adopted the Talent Pipeline Management approach to scale its Workforce AID initiative.
Step five of implementing a talent pipeline management strategy is to build the pipeline itself.
A new Foundation report explores how, through advancements in technology and data standardization, the business community can transform how it organizes and communicates its hiring requirements for the jobs it relies on most to compete and grow.
As part of the Talent Pipeline Management Process, employers can identifying positions they need to fill, and where and when the jobs will be available.