In it for the Long Haul: How Investing in Career Development can Attract and Retain Top Talent

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  • Date: Tuesday, March 5, 2024
  • Time: 1 p.m. – 2 p.m. ET
  • Location: Online
  • Fee: $69 (member); $89 (nonmember);
  • In the face of high turnover rates and escalating competition for top talent, the importance of retaining quality employees has never been more critical. Learn how Gundersen Health System (GHS) built a robust career development program that attracts, retains, and empowers its workforce. This session will explore the development and expansion of their Career Development Center, uncovering winning strategies and transferable insights for leveraging career development as a powerful recruitment tool applicable across various industries. Perfect for HR professionals, leaders, and organizations seeking to enhance recruitment and retention strategies, invest in employee development and engagement, and stand out in today's competitive talent market, this session offers the opportunity to learn from GHS's success and build a thriving career development program in your own organization.

  • Summary

    For decades, other industries have looked to advancements and models in the healthcare industry, and with an all-time workforce crisis in the healthcare system, we have an ever-present need to actively attract and keep new talent, while also preserving our current team of high-quality employees.  

    New hires are looking for employers who will consider their well-being. Employers can better attract and keep new talent by highlighting how they take care of employees once hired. Prospective new hires are looking for employers who have career development opportunities designed to preserve their current team and help employees avoid burnout.  With a guiding vision centered around strengthening talent pipelines and developing current employees, GHS's approach promises a positive impact on recruitment and retention through the following goals:

    • Proactively identify workforce needs to develop steady pipelines to fill our current and future opportunities.

    • Enhance recruitment by investing in the career growth and development of our staff to enhance employee engagement and help us retain intrinsically motivated talent.

     

    • Provide real-life examples of how to develop strategies and pipelines for critical roles (e.g. how GHS did this for their top 5 critical-need positions)

    Following this program, you will be able to:

    • Understand the impact an internal career development program can have on talent recruitment and retention,
    • Articulate the value of internal career development and mobility to prospective new hires and key stakeholders to obtain buy-in and investment in their own internal career development initiatives, and
    • Identify and develop career development tools, resources, and employer branding related to employee engagement and talent acquisition.
  • Career Level: Basic-, intermediate-, and advanced-level career services and university relations and recruiting professionals

Questions?

Visit the professional development FAQ page, or contact the NACE Professional Development Team via e-mail or phone, 610.625.1026.