In today’s VUCA world, when companies are grappling with the challenges of bridging the gap between the demand and supply of a diverse and hybrid labor workforce Alumni outreach program can definitely be one more channel to source talents, economy, the article “Why Companies Should Stay Connected with Ex-Employees” by Geri Tucker, comes as a ray of hope to all of us including business leaders, Human Capital (HC) professionals and all stakeholders involved in talent acquisition.

The Alumni outreach program can definitely be one more channel to source talent. Leaders and HC professionals need to chalk out a program on how to establish positive and long-lasting relationships with the alumni. The article gives wonderful tips and examples of how few major companies have established successful Alumni programs and relations.

Let’s contemplate on how we can strategize, plan and implement Alumni programs to suit our own organization/business (applies even for Staffing and Recruitment Firms) needs and workplace culture.

Now a days top trend that will shape Talent Acquisition in 2018 is “new-interviewing-techniques”. Traditional interviewing will need to take a backseat soon (LinkedIn Global Recruiting Trends Report, 2018).

A shift-to-shift mindset is essential for talent acquisition and human capital leaders – moving away from the beliefs, practices and processes of traditional interview leaders to new interview techniques such as experiential interviews, job auditions, team/panel interviews, etc. Train hiring managers and panels about the scope and success of new interview techniques.

Feel free to share your ideas on how to embark on a successful Alumni Outreach.