WANT TO BUILD YOUR FUTURE TALENT PIPELINE IN A MANNER THAT MEETS THE NEEDS OF THE OVERALL TALENT MANAGEMENT STRATEGY OF YOUR ORGANIZATION?

YOU NEED TO LEARN BEST PRACTICES FOR BUILDING A WORLD-CLASS ENTRY LEVEL TALENT PROGRAM.


FOR COMPLETE INFORMATION VISIT: www.EntryWorkshop.com


Utilizing a structured entry talent program is the perfect way to build upon and take the necessary next steps following the successful introduction of a structured internship program.  Introducing a structured entry talent program affords you the opportunity to capitalize upon the great benefits associated with a structured internship program, including: increasing retention rates, maintaining a pipeline of highly qualified candidates, creating and building relationships with local universities and organizations.

For the above to be true, organizations must first assess their organizational need, and then design, build and implement a structure to meet those needs; not forgetting the importance of ongoing assessment and review.  How is this done? What are those recognized as leaders within the industry doing? What are the expectations of entry level talent? What can organizations do to ensure they attract, develop and retain the talent THEY need?

The Entry-Level Workshop is designed to help you build a win-win entry level talent program within your organization. With content derived from industry research, gathering of best practices and first-hand practical experience, you can be assured that you will leave the event with a newfound approach to designing, building and implementing entry talent programs within your organization.

The presentation will include data and best practices compiled as a product of our extensive efforts to identify and process vast amounts of industry-related information.  More importantly, you will benefit from the first-hand experiences of someone that has “been there, done that”.  Dave Cofer’s experience in leading entry talent programs within a Fortune 500 company combined with his diverse business background establish him as an expert unlike many others.

This is not your average "sit and be lectured" workshop format. The program is infused by roundtable discussions and ice breakers to provide an opportunity for you to meet and network with other local professionals having the same business issues. Participants will also be engaged in a post-workshop follow-up program.

WHO SHOULD ATTEND?

The workshop is designed for business professionals, human resource practitioners, and internship coordinators who want to:

• Learn how to implement the logical next step to existing internship programs;
• Complement existing talent management initiatives that focus on internal promotion and external hiring practices;
• Ensure a successful and effective on-boarding experience for their pipeline of highly qualified and educated full-time, entry-level candidates;
• Mitigate the risk associated with shifting workforce demographics and the related loss of talent;
• Take the steps today required to create their organizations management and leadership pipeline.

BY REGISTERING FOR THE TOTAL INTERNSHIP MANAGEMENT WORKSHOP, YOU WILL LEARN HOW TO:

• Build the business case for a full-time entry talent development program;
• Design a program and its supporting infrastructure;
• Gain executive level support and participation;
• Achieve strategic diversity initiatives;
• Develop your incumbent workforce via their participation as mentors and coaches to recent entry-talent hires;
• Implement an internal advisory council and meaningful corporate governance structure;
• Recruit and select program participants;
• Make ready your organization;
• Implement effective performance management, benefits and compensation programs;
• Design and execute a successful “First 90 Days” and other aspects of successful on-boarding and orientation programs;
• Make the most of recent trends and best practices;
• Implement effective career and professional development programming;
• Design and implement an effective assessment and evaluation process to include metrics, reporting and success tracking;
• Equip their entry level talent with the necessary skills and establish within their organization the infrastructure required for successful transition into “Life After the Program”;
• Design effective retention strategies and not fall victim to “Millennial job-hopping”.

 FOR COMPLETE INFORMATION VISIT: www.EntryWorkshop.com