Contributions of work-integrated learning programs to organizational talent pipelines: Insights from talent managers

Understanding and addressing employers' needs is an essential step toward developing a work-integrated learning (WIL) program. The key concern for employers is the development of a talent pipeline: a system through which organizations identify, attract, develop, and retain talented people. This study examined organizational perspectives on the contribution of work-integrated leaning (WIL) to their talent pipelines. Semi-structured interviews with talent managers (N = 18) were used to identity what forms of talent employers sought from WIL and the mechanisms within WIL that support the development of organizations' talent pipelines. Findings highlight the desirability of a lifelong learning mindset, which includes an aptitude for learning, fluid intelligence, and adaptability. Findings also highlight contributions of WIL to talent pipelines in terms of preparing students for success, reducing hiring risks, developing long-term relationships, and mobilizing staff to support recruitment processes. The study suggests how WIL administrators might organize resources to deliver value for employers.