GVCA President’s Message August

FROM VACANCIES TO VISION: BUILDING A TALENT PIPELINE THAT LASTS 

Dig your well before you are thirsty…it’s more effective.  Use the same thinking for talent.  You are going to need good people.  You are going to need a lot of good people.

1. 1. Proactively Build Your Talent Pipeline: Start looking for team members before the vacancy arises. This ensures you have a pool of qualified candidates ready when needed.

   2. Craft a Compelling Employer Brand: Clearly communicate why your company is a great career choice. Highlight growth opportunities, company culture, and support systems to attract motivated and engaged candidates.

   3. Diversify Hiring Sources: Relying solely on job boards like Indeed often attracts unqualified or disgruntled applicants. Explore deeper channels such as co-op programs, internships, apprenticeships, and industry-specific training programs.

   4. Engage in Early Talent Development: Programs like coop, internships, and apprenticeships allow you to mold emerging talent to fit your culture. They also reduce hiring risks by giving insight into a candidate’s work ethic and compatibility before a full hiring commitment.

   5. Leverage Community and Industry Programs: For example, the GVCA’s Path to Employment program offers training, certifications, tool training, and wage subsidies that significantly reduce onboarding risks for general labor roles. Incorporating onboarding support and tracked attendance further enhances success rates.

   6. Focus on Happiness and Engagement: Seek out satisfied, passionate workers who love their work and their current employment. No one should be off limits as you look to build your company for the future.  Engaged employees tend to be more reliable and better fit long-term.

   7. Act Now: The most critical point—start early. The sooner you build your talent pipeline and strengthen your employment brand, the better prepared you’ll be to meet future demand.

Jeff MacIntyre, President