Managing the Talent Pipeline: A Supply Chain Approach
America’s Skill Gap
Our education and workforce system is failing to keep pace with our
economy
Employers struggle with finding skilled workers who can contribute to
economic growth and competitiveness
Disconnect between what employers need and what prospective
employees are prepared to do
The Skills Gap: Companies can’t
grow and compete, students
struggle with transitioning to
careers
92% execs agree
37% can’t take on
new business
49% unfilled
openings6 million unfilled
positions
America’s Skill Gap
65% plan to hire recent grads 96%
CAOs believe
grads are prepared
America’s Skill Gap
11% businesses
believe grads are prepared
35% believe they are prepared for a job
40% Students
don’t complete
50% unemployed or underemployed
Youth unemployment
is double the national average
America’s Skill Gap
Silo Measures – Example
We Need a Strategy for Our Time
For Positions that Drive Competitive Advantage
Employers have the Resources to Make a Difference
Moving to a Supply Chain Approach
Employers can close the skills gap by applying lessons learned from supply
chain management (SCM) to their education and workforce partners.
Supplier Manufacturer Distributor Retailer CustomerRaw Materials
Lessons Learned from Supply Chain Management
Supply Chain Management Talent Pipeline Management
1. Supply chains drive competitive advantage, they are not a cost of doing business
1. Connect your talent strategy to your business strategy to improve competitiveness
2. Supply chain networks create shared value and competitiveness across all partners
2. Organize and manage flexible and responsive partnerships with preferred providers to create shared value
3. End-to-end metrics and aligned incentives improve performance across the supply chain
3. Shared measures and aligned incentives improve performance of education and workforce partners
Segmenting Your Workforce
Choosing a Talent Pipeline Strategy
Organizing a Value Chain
From Silo Measures to End-to-End Performance
Balanced Measures
Preferred Providers
The National Learning Network
18
Strategy 1: Organize Employer Collaboratives
19
Implementation Guide Strategies
Strategy 2: Engage in Demand Planning
Strategy 3: Communicate Competency and Credential Requirements
Strategy 4: Analyze Talent Flows
Strategy 5: Implement Shared Performance Measures
Strategy 6: Align Incentives
Mapping the Value Stream
Mapping the Value Stream
Building Talent Supply Chains
Performance Dashboard Example
What We Have Learned
Our Vision:Growing the
movement and taking supply
chain solutions to scale
1. Not just demand-driven, but employer-led
2. Time for employers to organize themselves
3. Build capacity within employers and their member
organizations
Scaling Up Talent Supply Chain Solutions
Talent Pipeline Management Academy
2015 2017 2020
7
72
40
1,000
300
7,500
Level 1 National Business Associations
Level 2 Industry Associations
Level 3 Employers & Collaboratives
Employer
Employer Collaborative
Employer
Employer
Employer
Employer
Employer
Employer Quality Assurance Layers
Talent Supplier Recognition and Certification
Self-Declare Audit
www.TheTalentSupplyChain.org
Thank You to Our Sponsor
“Completion with a purpose”
USCCF Youth Employment Initiative
Youth Employment Network
www.YouthEmploymentWorks.org
Forthcoming Publications
1.Talent Orchestrators: Scaling Youth Employment Through Business-
Facing Intermediaries
2.Competing on Innovation: Disrupting the Education Enterprise and
Building Tomorrow’s Talent Today
3.Communicating the Value Proposition
For more information contact:
Jason A. TyszkoExecutive Director
Recommended
