1. Talent Acquisition & Pipeline Development “Leveraging Unique Talent Pools for Hard-to-Fill Positions”
Shannon Kissinger, Swords to Plowshares, Pam Silas, NAIHC, 
Dawn Mastoridis, ReServe®, moderated by Erick Allen, Access Living

2. Leveraging Unique Talent Pools for Hard-to-Fill Positions
Seminar Overview:
Everyone knows the critical role of finding the right talent for your organization. Increasingly, this task is becoming more challenging, with pressures from the competitive market, both for- and not-for- profit. Tried and true ways of recruiting candidates are less effective than in the past and organizations must look to new methods – and new talent pools – to gain a competitive advantage. This session brings together professionals representing four distinct groups of potential employees to discuss how to tap into non-traditional networks to access talent that can help move your mission forward.

3. Leveraging Unique Talent Pools for Hard-to-Fill Positions
NEW TALENT POOLS:
Veterans
People with Disabilities
Native Americans
Retired or Semi-Retired Professionals

4. Leveraging Unique Talent Pools for Hard-to-Fill Positions
Shannon Kissinger
Shannon Kissinger, ASW, policy associate at Swords to Plowshares presents Combat to Community®, a cultural competency curriculum to human resource professionals and hiring managers focusing on the importance of veteran hiring programs and supportive workplace practices.
Shannon spent five years in the U.S. Navy and is a service-connected disabled veteran.

5. Swords to Plowshare, Combat to Community Training
Swords to Plowshares’ Combat to Community® training is a series of accredited cultural competency curricula developed by our Institute for Veteran Policy team with the purpose of educating the community to address the challenges veterans face re-integrating and the unique skill sets they acquire in service.

6. Swords to Plowshare, Combat to Community Training®
The training is adapted to the specific needs of community professionals including Recruiters, Hiring Managers, and HR Specialists:
Learn practical ways to recruit, hire, and support veteran employees.
Translate military service skill sets to the civilian workplace.
Create a veteran-friendly workplace through supportive programs.
Learn solutions to remove obstacles for improved recruitment and retention
HRCI Accreditation

7. Leveraging Unique Talent Pools for Hard-to-Fill Positions
Pamala Silas
A recognized leader in building organizational capacity, in under-represented communities, Pam Silas is Executive Director for the National American Indian Housing Council, representing housing interests of Natives who reside on tribal lands including Alaska and Hawaiian Home Lands.
Formerly, she lead Native American Journalists Association, American Indian Science & Engineering Society.

8. Understanding Native People
Diversity in tribal representation
74% residing in urban areas
Unique methods of outreach and messaging, systems of support and role modeling
Critical that the organization be culturally competent
Alaska-Native-Culture-Card

9. Important Values to AI/AN
Humility and service to others are very highly valued
Responsibilities to family and community are paramount
Team work is more important than self-promotion or boasting
Strong connection to history and the past
Cultural “multiplicity” is prevalent
Respect for Elders is deep
Military Service is honored

10. Leveraging Unique Talent Pools for Hard-to-Fill Positions
Dawn Mastoridis
Dawn Mastoridis is ReServe’s National Marketing Director responsible for expanding ReServe’s community partnerships with nonprofit and public organizations.
ReServe (a subsidiary of Fedcap) is a national nonprofit that leverages the talent, experience and commitment of retired or semi-retired professionals, age 55+, to strengthen their communities by matching their skills and passion with part-time service work exclusively in nonprofits and public institutions.

11. ReServe, Powered by Fedcap
ReServe was founded in NYC by Jack Rosenthal, former President of the NY Times Company Foundation; Michael Weinstein, former CPO for Robin Hood Foundation; and Herb Sturz, former NYC Deputy Mayor for Criminal Justice and Chairman of the City Planning Commission; to meet both an economic and social service need.  
Nonprofits and public agencies can tap into a lifetime of experience to fill critical staffing gaps with high quality and cost-efficiency.
ReServists do GREAT things for their communities by using their professional skills to maximize the social impact of the organizations in which they serve.  

12. ReServe, Powered by Fedcap
Our Service Model
Nonprofit Community Partners register with ReServe online at A basic Letter of Agreement is established Opportunities are then posted on ReServe’s Job Board.
ReServe continually recruits and screens accomplished retired professionals from a wide range of industries including Education, Finance, Human Resources, Information Technology, Arts, Trade, Sales and Business Administration.
Reserve coordinates placements and alleviates the administration costs by managing all aspect of a ReServist payroll through a third party payor, NextSource.
ReServists earn a modest stipend and agencies pay an administrative fee which typically totals LESS THAN $20/Hour.

13. Leveraging Unique Talent Pools for Hard-to-Fill Positions
Erick Allen
Erick Allen is a Disability Inclusion Consultant committed to creating diverse workforces.
For 20 years he's guided organizations in building an inclusive environment.
As an Inaugural Fellow with ADA 25 Advancing Leadership Institute, he is leading the effort to enhance the disability cultural competency of Chicago area employers.

14. ADA 25 Advancing Leadership
ADA 25 Advancing Leadership, a signature initiative of the Chicago Community Trust, is the first program of its kind in the nation designed specifically to ensure that Chicago’s vibrant civic and professional life fully includes leaders with disabilities.  The initiative is composed of three facets:
A competitively selected Members Network
A Leadership Institute
The Civic Connections Project

15. ADA 25 Advancing Leadership

16. Leveraging Unique Talent Pools for Hard-to-Fill Positions