# How to Build a Talent Ready Workforce ## Метаданные - **Канал:** HRMorning - **YouTube:** https://www.youtube.com/watch?v=8s-z4ljutUA - **Дата:** 02.06.2026 - **Длительность:** 2:53 - **Просмотры:** 52 - **Источник:** https://ekstraktznaniy.ru/video/52634 ## Описание Do you ever wish job candidates came to you already trained to do the job? Your hiring managers probably do. Inside this episode: - From Company to College: How medical providers like Baylor, Scott and White use their own practitioners to help design labs and teach in the classroom. - Connecting to Careers: How practitioners easily facilitate notifications around career opportunities, internships, and job openings. - The 52% Pipeline: How one organization successfully built a talent pipeline where 52% of their staff has a touch to Dallas College. 3 Actionable Steps to Take Today: 1. Partner with education: It doesn’t have to be a local college. Think tech or high school, community college – whatever fits your business needs. 2. Offer support: As much as you can, offer and pay your staff to teach the students, and help build the curriculum. 3. Complete the circle: Hire the talent you supported, then support them to continue the cycle. --- 🔗 Share Your Story: We’d love to he ## Транскрипт ### Segment 1 (00:00 - 02:00) [] — Do you ever wish your job candidates came to you already trained to do the job or at least far prepared to step into the role? Well, your hiring managers probably do. And in this episode of The Three-Point, we're going to help you get there with a cool case study that goes full circle. Here's where it starts, from company to college. — We have one of their uh practitioners who's in our classroom actually telling us or telling they may be actually teaching, okay, maybe you know, help facilitate a session, but they have helped us design what the actual lab looks like. And so, no, they're not sending a person in to say, "Hey, I need you to get the training. " We're training on the front end, so when they get to Baylor Scott & White, they're ready. And we use their staff. Uh sometimes that their staff may actually be adjunct professors. — So, Louis Burrell is with Dallas College, and Baylor Scott & White is a medical provider. And he's talking specifically here about Radiologic Technologist program. But, that's just one of dozens of programs that the local college and businesses have partnered on to bolster readiness. The businesses provide teaching staff and ideas on curriculum. The schools provide eager learners plus — I wanted to know to make sure how my students were getting connected to job opportunities, not just, "Hey, we're always hiring. " But, how do we make that uh facilitated so it's easy for them to always be notified uh around career opportunities. — Part of that is informal. After all, practitioners are in the classroom. They can tell students about internships, training opportunities, and job openings. — The business and the school also use job platforms that allow students to stay on top of the jobs. — And do they get those jobs? The number is astounding. — That may be in a variety of ways. They may be [clears throat] uh folks who come in and need continuous education and they get a that certificate or credit or they're a new student and they're coming into the pipeline. So, there's various ways that may happen, but yes, 52% of his staff have a touch or connection to Dallas College. — So, if you want to bolster your job candidate readiness and talent pipelines, partner with education. It doesn't have to be a local college. Think tech or high school, community colleges, whatever fits your business need. Offer support. As much as you can, offer and pay your staff to teach the students. Help build the curriculum. Complete the circle. Hire the talent you supported, then support them to continue the cycle. — We'd love to hear more success stories like this from our HR Morning readers and viewers. If you have something to share, go ahead and email me at m mcgovern@hrmorning. com. Thanks for coming along for this episode.