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Talent Supply & Education Pillar Advisory Committee Web Conference August 29, 2017Housekeeping Please do not place your line on hold Moderated conference lines To raise questions and participate Through

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How to fill out manage your talent pipeline

01

Identify key roles and positions within your organization that require specific skills and competencies.

02

Assess current talent within your organization to determine skill gaps and areas for development.

03

Create a talent acquisition strategy to attract and retain top talent.

04

Implement a tracking system to monitor the progress of candidates in the pipeline.

05

Provide ongoing development and training to ensure that talent is continuously growing and evolving.

Who needs manage your talent pipeline?

01

Any organization looking to ensure they have a steady flow of skilled and qualified candidates for key positions.

02

HR professionals responsible for talent acquisition and development.

03

Organizational leaders looking to build a strong and diverse workforce.

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What is manage your talent pipeline?

Manage your talent pipeline is the process of identifying, attracting, and developing skilled individuals to fill current or future job openings within an organization.

Who is required to file manage your talent pipeline?

Organizations of any size that are looking to optimize their workforce for current and future needs are required to manage their talent pipeline.

How to fill out manage your talent pipeline?

To fill out manage your talent pipeline, organizations need to collect information on current employees, potential recruits, skill gaps, training programs, and succession plans.

What is the purpose of manage your talent pipeline?

The purpose of manage your talent pipeline is to ensure that organizations have the right people with the right skills in the right positions at the right time.

What information must be reported on manage your talent pipeline?

Information that must be reported on manage your talent pipeline includes workforce demographics, recruitment strategies, training initiatives, performance evaluations, and succession plans.

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