Early Career Development Working Group | Co-Hosted by Johnson & Johnson | March 15, 2018 | New York, NY

Thursday | March 15, 2018

Cornell University and Johnson & Johnson  logo
LOCATION:  Cornell Univesity, ILR School, NYC Conference Center | 16 East 34th Street, 6th Floor | New York, NY  10016

Download the Working Group Summary

Recent data suggests that companies face a host of challenges in preparing high potential talent for future roles.  One recent study, for example, found that nearly 40 percent of high potential internal job moves end in failure.  Another study found that a similar percentage of high potentials feel as though they need to leave their organization to advance their career. As companies seek to address these challenges, one area of opportunity is to focus more attention on the development of early-stage high potentials (i.e., new managers and individual contributors at the beginning stages of their careers). Early intervention may increase the success rate of internal transitions, aid retention through enhanced career planning, and build a more robust talent pipeline.           

Given that most companies have historically focused on later-stage leaders, there remain many questions about how to design and implement an effective early career development strategy.  In this inaugural CAHRS Early Career Development Working group co-hosted by Johnson & Johnson, we will tackle a number of these questions and unearth best practices that companies have adopted around the development of their early career talent. A few of the questions we plan to explore include:

  • How do you define early career talent within your organization? How do you decide who falls within and outside the scope of your early career development efforts?  
  • Do you have an early career talent pool similar to your mid to senior level leader pool?  What do you see as the pros and cons of having such a pool with your organization?  How might having a dedicated early career talent pool impact your long-term pipeline?
  • Are end-to-end experiences vital to your early career talent strategy?  Why or why not?  How might these experiences impact your retention, engagement, and pipeline strategies? 
  • Do you have a regional, functional, or global model?  What do you see as the strengths and challenges of your current model?
  • Do you have an integrated talent management approach from early to senior leader?  How and when does your talent and timeline intersect?
  • What are the key metrics you monitor in order to track the success of your early career development efforts and the strength of your long-term pipeline? 

Prior to the working group, participants will be asked to complete a short, anonymous online survey about their companys early career development practices.  The high-level results of the survey, which will be shared with attendees at the meeting, will provide a starting point for the days discussion. We look forward to seeing you in New York City on March 15th. 

The Working Group will run from 8:30-9:00am with a continental breakfast and end at 3:00pm with a working lunch provided.  The session is free of charge for CAHRS partner firms, although to facilitate the discussion enrollment is limited to 25 attendees.

Cornell Discussion Leader:
Brad Bell is Professor of Human Resource Studies and Director of Human Capital Development and Executive Education at the Cornell ILR School.

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