Build a talent pipeline

“In the last decade, the number of workers in the U.S. age 55+ has grown almost 12 million, up more than 60 percent, to 31 million. At the same time, workers age 20-24 grew less than 1 million, up only about 14 percent to 15.2 million. It’s obvious there are a lot more skilled employees getting ready to exit the workforce than entering it.

“With the aging workforce it’s imperative that organizations become more strategic in their efforts to attract the best and brightest young talent in the marketplace. Those who don’t may find themselves at a competitive disadvantage.

“Rethink how you invest in talent development. Minimizing the impact of skill shortages on organizational performance is going to take both top management commitment and new talent management initiatives.

“Here is one thing you can do to overcome the clash of demographics and talent. Implement an intern/co-op program. An internship program is the top method for finding and securing top talent for your business team. Here are a few essentials to help you get started designing a successful program:

Expectations – Mutually agree on learning objectives for the internship period to minimize disappointments for both parties.

Challenge – Make sure intern assignments are challenging projects and tasks.

Mentor – Mentorship is critical to the success of the program. Be certain to engage the best managers with interns to ensure each intern is given the right amount of guidance and training.

Convert  – Hire the best and brightest interns that are a good cultural fit with the organization.

“Even organizations that have been good in talent development will have to get more creative to keep up with the growing skill shortages. Where is your organization today in understanding these challenges and the changes that are needed?  Is your looming talent gap a shortage of skill or will?”


Marie O’Brien
President & CEO of Enterforce Inc.

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