4 Keys for Building a Rich Talent Pipeline

Here are several career-development investments that can deliver a huge return.
By: | December 7, 2018 • 2 min read
Macro photo of tooth wheel mechanism with CAREER concept related words imprinted on metal surface isolated on white

As more and more baby boomers exit the workforce each day, companies are increasingly facing the formidable challenge of finding their replacements.

To be sure, many of those positions will ultimately be filled by qualified candidates from outside the organization. But there’s also little doubt a major part of the solution rests on being able to tap quality talent from within.

One company that’s embraced this latter strategy with a fervor is insurance provider Aflac, which has taken a series of steps aimed at building a rich talent pipeline.

“Training employees for different roles or responsibilities can help keep employees engaged in their current role while also ensuring the organization has new leaders who are prepared to manage the company years down the road,” says Chad Melvin, vice president of leadership, learning and development at Aflac.

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Melvin recently shared with HRE four keys that can help your organization develop capable successors:

Create development plans. The first step to investing in your employees is to create a development plan. Survey each employee to find out what their interests are, as well as what they want to accomplish in their current role and at the company. This information will shape a plan that provides the employee and company leaders a roadmap of what their career will look like for the foreseeable future. The process can be repeated over time as the employee advances in the business so that his or her goals are always up to date.

Implement career-success programs. At Aflac, our employees have access to one of three Career Success Centers, which helps coach, empower, consult and assist employees as they prepare for career opportunities. The centers provide the resources needed so employees can take control of their career—including getting help crafting their résumé, participating in mock interviews and more. Since opening in 2015, Aflac’s Career Success Centers have helped more than 1,200 employees earn promotions. Implementing programs like these ultimately boosts talent retention and supports a high-performance, driven culture.

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