development of a Collegiate Talent Pipeline

Does the development of a Collegiate Talent Pipeline help to improve morale and reduce company turnover better than employees hired from headhunters?

Headhunters look for the minimum education. Incoming employees from the incubator program have, not only the required education, but inside training and knowledge of the companies structure and management, that an outside applicant might not have, but would later have to learn.

Throughout school, the student has focused on that organization and it’s core principles and beliefs, therefore, they are prepared and comfortably immersed into the organization’s culture when hired. While working and studying in the program, a student not only sets a goal to work for that company, but it creates a bond due to the amount of time in the incubation process. Therefore, the employee would have a hard time leaving their job. Headhunters usually introduce an applicant to an organization. A company who incubates talent from a selected program in a university, winds up with employees that are focused, satisfied, prepared for the job and are familiar with the corporate culture.

Companies who desire a specific amount of diversity, know what students to look for and invite into their incubation program.

Dependent: Requirements and Minimums of program
Independent: Student participation and involvement
Moderating: Headhunter’s applicants results

Dependent: Incubated vs Headhunted Worker Satisfaction with company
Independent: Worker participation
Dependent: turnover rates among leaving employees
Independent: exit surveys

Dependent: Diversity rates
Independent: Applicants into the program vs headhunters
Moderating: Headhunter’s applicants


development of a Collegiate Talent Pipeline