HIRE-FOR-POTENTIAL is a four-step methodology that incorporates a number of proven best practices including Talent Pipeline Management®, Skills-Based Hiring and Predictive Index.
Hire-for-Potential challenges employers to think differently about who and how they hire. It provides benefits to employers, workforce funders and motivated career seekers as follows.
TALENT PIPELINE MANAGEMENT® Is a demand-driven, employer-led approach to aligning talent supply chains with dynamic business needs. It was developed by the U.S. Chamber of Commerce and has been successfully implemented in 33 states, Washington D.C. and Canada, engaging more than 2,000 employers.
With TPM®, employers convene around shared workforce needs and take an active role in managing their collective talent pipeline, much as they would their own supply chain for other critical business inputs. This approach relies on engaged business leaders to address long-term talent pipeline needs and improve the talent supply chain through partnerships and clear communication with preferred education and training providers. The methodology encompasses six steps as follows:
Tampa Bay Works used TPM to organize two groups of committed employers to identify and address common workforce challenges. The Manufacturing Collaborative is focusing on shortages for a variety of occupations including production assemblers, quality control inspectors, CNC programmers/machinists and industrial maintenance technicians. The Healthcare Collaborative is focusing on strengthening the talent pipelines for surgical technologists and medical laboratory scientists. Participating employers represent over 75,000 employees in the Tampa Bay region.
Hire-for-Potential challenges employers to think differently about who and how they hire. It provides benefits to employers, workforce funders and motivated career seekers as follows.
Meet Some of our Participating Employers
SKILLS-BASED HIRING Prioritizes occupational and foundational skills over college degrees when recruiting candidates. This methodology helps employers significantly expand their qualified candidate pool. It also helps the nearly 70% of Americans without college degrees get good jobs based on the skills they have or the skills they can learn – creating new opportunities for career success and upward mobility.
Hire-for-Potential challenges employers to think differently about who and how they hire. It provides benefits to employers, workforce funders and motivated career seekers as follows.
Attract more qualified candidates with a skills-based job posting
Reduce bias in the interview and selection process
Improve retention
Increase diversity
Fill open positions faster
PREDICTIVE INDEX Provides assessment tools that provide insights into the cognitive abilities and workplace behaviors you can expect from job candidates should you hire them. The ability to learn new skills and professional workplace behaviors are foundational requirements for successful employees. These assessments help you hire candidates that are hardwired to be a great fit for the specified role.
The process begins by determining the behavioral tendencies and cognitive abilities that are best suited for someone to excel in the specified role. In addition to traditional interviewing and testing practices, each candidate is given a six-minute PI Behavioral Assessment and a twelve-minute PI Cognitive Assessment. The resulting data provides a powerful tool to compare the fit of finalists for the job. PI Behavioral and Cognitive Assessments have been given to over 18 million candidates, in over 70 languages and have been validated by over 500 studies.
