For many Richmond businesses, finding and keeping great people is one of the most important keys to growth and often, one of the toughest challenges. The constant cycle of searching for and hiring talent can be challenging for small and medium-sized businesses, which often lack the resources available to larger companies. Developing a sustainable hiring pipeline helps businesses to conserve resources by engaging with potential employees, while sourcing talent for employment, internships, apprenticeships, job shadowing and other opportunities.

Providing real-world experience and employment opportunities through partnership programs not only helps fill short-term staffing needs but also creates a strong foundation for future hiring. They also help reduce hiring costs for employers, accelerate onboarding and improve employee retention, all while building connections with employees and pipeline partners (Education At Work).  Over time, talent pipelines help establish a network of high-quality talent that supports company growth and community involvement. 

We spoke with Reshaud Rich, senior director of internships at Partnership for the Future, and Lauren Llewellyn, co-founder of Erma Jean [read full interview], to gain a deeper understanding of hiring pipelines from the perspectives of both community partners and employers. Their insights shaped the insights below.

Making Connections

Strategically partnering with community connections is the first step to building a strong talent pipeline. Leveraging partnerships enables businesses to engage with future employees early, providing talent with access to hands-on career experience, guidance and resources. Some key points to consider when establishing connections to start your talent pipeline include: 

• Connect with educational institutions: Reaching out to educators and career advisors at local schools and institutions builds a strong pipeline foundation. These collaborations allow students to gain career experience while providing employers with early access to future talent. With the help of partner businesses, schools can tailor their curriculum to meet industry needs, thereby developing a more prepared and well-rounded workforce (Top Echelon). Locally, Mission Tomorrow is a multi-day event that gets in front of eighth graders from around the region to teach them about different career fields. Never too early to start building interest in your field!
  
  
• Leverage workforce development and trade programs: Local workforce development programs and trade education programs are a valuable resource for finding talent and expanding job opportunities to diverse talent pools (SHRM). These programs often seek to place participants in roles that match their specialized training and career goals, furthering the participants’ skills and education while helping employers fill immediate hiring needs with qualified talent. We suggest reaching out to workforce training and/or non-credit educators and directors at Brightpoint Community College and Reynolds Community Colleges to start a conversation.
  
  
• Engage with community organizations and nonprofits: Richmond offers many local resources to help employers connect with hiring opportunities, including job readiness programs, mentorships and specialized job training. These programs not only increase job access to potential employees but also support the local community and workforce. Rich points out that, “Companies that partner with internship programs that offer strong pre-training and ongoing support increase the likelihood of success for both the students and employer. This ensures interns arrive prepared, employers feel supported, and the experience becomes a true pipeline for future talent.”

Building a Pipeline

Building a successful talent pipeline requires effort and engagement.  By strategically growing your talent pipeline, you will attract quality talent that is ready to contribute to your company’s growth.  Some things to keep in mind when building your talent pipeline are:

• Communicate your needs: When working with partners, make sure you provide clear job descriptions, skill expectations and role requirements. This helps partners understand what your business needs and aids in finding the best matched candidates for the role. Sharing further details about growth opportunities, continued education and company culture can help attract employees to your role.
  
  
• Offer a variety of experiences: By offering a range of opportunities, including internships, job shadowing, part-time and full-time employment, you can increase the number of applicants who are exposed to your company.
  
  
• Plan your pipeline opportunities: When planning internships and apprenticeships, design an experience with your future employee in mind. Building your team takes time and effort, but by carefully planning out the tasks, roles and management of each team member, you can guarantee they have a meaningful experience. When you’re planning, Llewellyn recommends that businesses, “Spend time upfront designing the internship thoughtfully.” She adds that, “Before posting, we weighed expectations for both our team and the student – acknowledging that managing an intern takes time and dedication.” [read full interview]
  
  
• Advertise your program: Promoting your job openings helps community partners and potential employees discover roles at your company. Posting your jobs in multiple places helps broaden your reach and showcases your business as a desirable place to work. Many local businesses have found success utilizing various channels, such as career centers, workforce development boards, chambers of commerce and online platforms like Handshake.

Sustaining a Pipeline

• Continued engagement: Regular engagement with schools, workforce programs and community partners helps maintain a strong hiring pipeline beyond your initial hires. Committing to regular check-ins, attending events or offering mentorship helps your business stay connected with hiring partners. This continued engagement maintains your relationships with valued partner organizations, strengthening your talent pipeline and workforce.
  
  
• Treat your pipeline as an investment: When participants gain meaningful, hands-on and educational experiences through internships, apprenticeships or entry-level roles, they are more likely to return to your company and recommend it to others. Rich’s best advice? “Treat the experience as an investment rather than a short-term placement. Provide meaningful projects, identify supervisors who enjoy mentoring and create opportunities for interns to learn about your industry and culture.” By treating your hiring pipeline as an investment, participants feel valued and integrated into the team, which fosters loyalty, strengthens partnerships and helps attract future talent.
  
  
• Offer additional opportunities: By continuing to provide mentorship, guidance and training to interns and employees even after their program ends, you show a long-term commitment to your talent. This further builds your pipeline and motivates employees to stay with or return to your company even after the completion of their internship, job shadowing, or apprenticeship.
  

Key Takeaways

1. Partnerships create a strong hiring foundation. By collaborating with schools, workforce programs and community organizations, you develop access to a steady pipeline of new talent with the proper training and experience for your role.  
   
   
2. Communication and planning are key. Outlining clear job expectations, strategically planning meaningful roles and investing time in your program make sure that participants and businesses have valuable experiences.
   
   
3. Self-promotion fuels growth. Promoting opportunities across multiple channels, including career centers, workforce boards, chambers of commerce and platforms like Handshake, broadens reach and builds brand recognition as an employer of choice.
   
   
4. Sustaining a hiring pipeline requires continued effort. Maintaining a strong hiring pipeline involves ongoing outreach and communication with partners, as well as investing in your program to ensure participants have meaningful experiences that foster long-term relationships and a steady flow of talent.