Reducing time to hire, boosting workforce engagement, and minimizing turnover by reimagining internal systems. For example:  

• Business processes that knock out qualified talent

• Barrier reduction to reduce turnover (i.e., innovations in scheduling for hourly employees, earned wage access, success coaching, etc.)

• Embedding practices into the business’s core DNA vs. creating standalone initiatives

Leveraging partnerships to strengthen talent pipelines, training, and upskilling for workforce optimization. For example:  

• Employer-talent provider partnerships to design end-to-end talent pathways including hiring, onboarding, and upskilling

• Alternate sourcing models (e.g., social enterprises, staffing agencies, outsourced apprenticeships)

• Applied learning and simulation-based education from cradle to career (e.g. apprenticeships)

Improving workplace agility and accelerating business performance through talent strategies that recognize skills, values, and individual strengths. For example:  

• AI-driven talent assessment tools

• Business-led standardization of high-volume roles

• Blended credentials and stackable pathways

Using data and technology to steer—not just measure—talent strategies. For example:  

• Predictive talent analytics and skills forecasting

• Using data and AI to drive market competitiveness and upward mobility

• Leveraging employee sentiment to drive human potential-driven cultures

Enhancing engagement, productivity, and loyalty among early career talent by aligning purpose to business outcomes. For example:  

• Aligning employee purpose with role design

• Flexible, non-linear pathways

• Building cultures that drive workplace success for early career employees