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Workplace Wisdom: Organizational Recruitment Pipeline

Workplace Wisdom: Organizational Recruitment Pipeline

In today’s market, employers are looking to hire the most qualified candidates, but they are faced with an applicant pool that is often lacking in the necessary skills and experience. The OJT program provides an opportunity for job seekers to bridge the skills gap, while giving employers access to a more qualified applicant pool and funding to offset the costs of training a new employee.

Q: How can On-The-Job Training Support the Organizational Recruitment Pipeline?

A: Gone are the days of only offering internships and cooperative education to entry-level employees. “On-the-Job” training (OJT) programs can assist employers who are looking to expand and who need additional staff trained with specialized skills. Incumbent workers eager to learn new skills and up-skill for promotions can benefit from OJT opportunities.

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Bronze, Silver and Gold = Employment Ready

Bronze, Silver and Gold = Employment Ready

Hiring and recruitment are full of unknowns. More than ever, businesses want to make certain current and potential employees have the basic work skills necessary to successfully perform key job duties. In the Greater Richmond region, dozens of employers connect the right person for the right job using the results of the Virginia Career Readiness Certificate (CRC). As part of its mission to benefit economic development and workforce needs in Central Virginia, the Community College Workforce Alliance (CCWA) offers individuals and companies these assessments of workplace skills.

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Keep your rising stars at the top of their game

Keep your rising stars at the top of their game

You have just promoted some of your best frontline employees to leadership positions. How likely are they to succeed in their new roles? What would you do if you knew that 80 percent of frontline leaders fail?

It’s a startling statistic, but more often than not, good employees are promoted into manager roles without receiving any leadership training. The second annual “American Workforce” study calls managers “America’s most neglected employee” when it comes to training and development.

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How do we see beyond the resume during recruitment efforts?

How do we see beyond the resume during recruitment efforts?

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There are two areas of evaluation in the recruitment process: 1) Are they qualified to do the job? 2) How will they fit into our organization’s culture? I’ll leave the latter to your judgement. But, the former comes with its own set of challenges.

It’s unfortunate, but increasingly candidates have started “enhancing” their resumes to convey experience or technical skills they do not have. This can make finding qualified candidates even more difficult. Extensive interviews can reveal weak skill sets if they are focused enough, but many know the buzz words and can easily hold a conversation about a topic in which they have no real experience.

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