“Outside-in” refers to a set of strategies that expand employment opportunities for local residents by creating specific entry points for candidates that may otherwise face barriers to employment. Due to the sheer volume of applicants, traditional hiring practices are designed to whittle down the application pool. Many local residents, who may be qualified for positions but are often non-traditional candidates, are screened out. Health systems that equip local residents for high-demand jobs through training and skills development, and connect these candidates to pipelines that provide entry points to the institution, improve the efficiency of their own recruiting and hiring processes and expand employment opportunities for residents. Through inclusive, local hiring, health systems lay the foundation for a healthier and more vibrant community and help to ensure greater economic opportunity for historically underserved and disconnected populations.
Core elements of an inclusive hiring pipeline
- Partner with a workforce intermediary
- Utilize a cohort training model focused on specific positions
- Develop a paid internship program with pathways to hire
Best practices for setting up a local hiring pipeline
- Designate geographic focus in high-poverty neighborhoods
- Work with residents with the greatest barriers to employment
- Focus on jobs with clear career pathways ...
Tools to sustain local hiring efforts
- Foster collaboration between human resources and community health departments
- Connect forecasting, training, and hiring departments
- Connect to health system diversity...
Success factors for workforce partners
- Offer wrap around supports and soft skills training
- Function in a hub/navigator role
- Work with a network of multiple employers