ELE Group, LLC

This live discussion provided a wake-up call for talent development leaders: to influence the C-suite, it’s not enough to show data — you must show why it matters.
We explored how L&amp;D leaders can transform talent insights into true business intelligence by focusing on one essential principle:

<blockquote data-start="429" data-end="539">
“Define the decision you’re supporting, then show the data that reduces uncertainty so leaders can act.” -- <a href="https://www.ele.llc/members/colin-hahn" target="_blank" rel="noopener">Colin Hahn</a>, FranklinCovey
</blockquote>
Here’s the real challenge — it’s not the communicating that’s hard; it’s knowing what to gather, why it matters, and how it ties to business outcomes.
Instead of reporting training hours, flip the script: ✅ What risk are we reducing? ✅ What opportunity are we unlocking? ✅ How does this help the business win?
Five takeaways to spark your next conversation with executives:
🔹 Frame talent metrics as business outcomes. Speak the C-suite’s language: revenue, risk, cost, speed, and competitive edge. 🔹 Use rising external reporting as leverage. Public companies will soon report talent risks and strengths to shareholders — get ahead by shaping the internal story now. 🔹 Playbook available — leverage ISO 30414. Use global standards to boost credibility and translate talent insights into business terms. 🔹 Focus on outcomes, not activities. Shift from counting programs to showing measurable results executives care about. 🔹 Position talent risks as business risks — and advantages. Show how skill gaps, leadership pipelines, or engagement directly affect strategy and market position.
Practical next moves for talent leaders: ✨ Audit your reporting: are you showing impact or activity? ✨ Build a one-page human capital statement that speaks their language. ✨ Find your executive champions. ✨ Map the skills that future-proof your business. ✨ Socialize early — shape the narrative before the big meeting.
Here’s the unlock: When talent leaders shift from reporting to advising — from showing numbers to reducing uncertainty — they become indispensable partners at the table.

Talent Data = Business Strategy: Speaking the Language of the C-Suite

Strategy

talent risk

Analytics

dirk.tussing

jane.shlaes

talent acquisition

azizeh.constantinescu

leadership development

talent development

talent management

eduardo.burgos

colin.hahn

Talent Strategy

employee engagement

marty.murrillo

reskilling

yolanda.mangram

HR leadership

HR Strategy

HR leaders

learning analytics

lauren.marder

data storytelling

business strategy

HR Data Analytics

Workforce Transformation

HR Analytics

emily.decker-bess

Business Alignment

sheryl.smikle

phyllis.king

angelica.janina.stilling

3Q2025

Executive Influence

adam.walleser

HR business strategy

talent insights

HR talent management

HR data

C-suite communication

holly.r.pyatt

human capital reporting

L&amp;D metrics

business outcomes

Afton Partners

The University of Vermont Health Network

Froedtert ThedaCare Health

This session provided a sharp wake-up call for talent leaders stuck in traditional hiring models.
 Ellen Johnson, Jerry Baake, and Tami Martin made it clear: the public workforce development system isn’t just an untapped talent source—it’s a strategic lever for hiring, retention, and long-term workforce resilience. By partnering with community-based organizations and leveraging subsidized training programs, employers can access skilled talent, fill critical gaps, and expand pipelines beyond conventional methods. For sectors facing persistent shortages, like healthcare, this approach isn’t optional—it’s essential.

<blockquote data-start="795" data-end="965">
“Human resources asks, ‘What should we do?’ Workforce development asks, ‘What if we did it differently—and what new talent pool could we unlock?’” — <a href="https://www.ele.llc/members/jerry-baake" target="_blank" rel="noopener">Jerry Baake</a>, The University of Vermont Health Network
</blockquote>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/06/WISE2025-Rethinking-Talent-speakers.jpg" alt="" width="728" height="443" />
Most leaders say they’re struggling to find talent. But the truth? It’s often hiding in plain sight. The public workforce development system—an underused, no-cost or low-cost resource—offers access to skilled, motivated talent along with built-in support services. Yet many employers still don’t know where to start.

<blockquote data-start="1285" data-end="1405">
“We have to paint the picture of what happens if we don’t utilize alternative talent pipelines.” — <a href="https://www.ele.llc/members/tamora-martin" target="_blank" rel="noopener">Tami Martin</a>, Froedtert Health
</blockquote>
This session revealed how strategic partnerships with workforce boards and community-based organizations can solve not only hiring needs, but also unlock training funds, improve retention, and increase workforce diversity.
🔑 Key Takeaways:

<ul data-start="1653" data-end="2111">
 	<li class="" data-start="1653" data-end="1737">
Alternative pipelines ≠ lower standards—they're often untapped, overlooked talent.
</li>
 	<li class="" data-start="1738" data-end="1851">
Public workforce programs offer wraparound services like transportation, job coaching, and tuition support.
</li>
 	<li class="" data-start="1852" data-end="1952">
Data-driven ROI—from lower turnover to reduced traveler costs—makes the case for executive buy-in.
</li>
 	<li class="" data-start="1953" data-end="2035">
Internal mobility and subsidized upskilling strengthen retention and engagement.
</li>
 	<li class="" data-start="2036" data-end="2111">
Failure is part of the process. Start small, iterate, and build momentum.
</li>
</ul>
🎯 Practical Actions for HR Leaders:

<ol data-start="2154" data-end="2568">
 	<li class="" data-start="2154" data-end="2235">
Start with one workforce board or nonprofit partner—ask for a tour or meeting.
</li>
 	<li class="" data-start="2236" data-end="2328">
Use real cost data (turnover, agency fees) to build the business case for leadership.
</li>
 	<li class="" data-start="2329" data-end="2412">
Engage internal champions with nontraditional career paths to shift perceptions.
</li>
 	<li class="" data-start="2413" data-end="2496">
Leverage grants to cover training, transportation, and other retention supports.
</li>
 	<li class="" data-start="2497" data-end="2568">
Normalize failure as iteration—use early feedback to adapt and grow.
</li>
</ol>
This isn’t just about filling roles—it’s about rethinking how and where we source and grow talent. The most future-ready HR leaders won’t just ask “what should we do?” They’ll ask, “what if we did it differently?”
💬 How are you rethinking talent pipelines? Share your experience on the <a class="" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-start="2858" data-end="2884">ELE Idea Exchange</a>.

Rethinking Talent: Unlocking Hidden Talent Pools & Reinventing Hiring Strategies

Integrated Talent Management

upskilling

workforce development

retention strategy

tamora.martin

employee retention

Internal Mobility

jerry.baake

ellen.johnson

wise2025

public workforce system

hiring innovation

overlooked talent

alternative pipelines

community partnerships

wraparound services

training grants

Session Focus: Explore how we're co-creating the launch of ELE’s 4-week Integrating Enterprise Skills mini-series with Intrepid—designed to scale skills initiatives through collaborative, real-world learning.
11-Minute Audio Recap: Preparing for the ELE/Intrepid Skills Mini-Series Launch
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</audio>

Please sign up for the next cohort (May 12 – June 13):
Since this semi-synchronous mini-series is open to non-ELE members, we’re using LinkedIn as our Cohort Signup Portal. Signing up there will give you learner access to the Intrepid Learning Experience Platform.
<ul>
 	<li><a href="https://www.linkedin.com/events/signupportalpage-jointheele-int7316808743541714944/about/">Cohort Signup Portal: Unlock Enterprise Skill Strategy | 4-Week Mini-series | LinkedIn</a></li>
</ul>
<img class="aligncenter wp-image-42516 " src="https://wp.ele.llc/wp-content/uploads/2025/03/ELE-Intrepid-Skills-Mini-Series-1.jpg" alt="ELE-Intrepid Skills Mini-Series" width="1216" height="503" />
From our session's focus on collaborative cohort learning, scalable and flexible designs, a skills-centric approach, and business alignment, we distilled the following key takeaways and practical steps.
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<h3 class="" data-start="237" data-end="260">Key Takeaways</h3>
<ul>
 	<li>Skills as a Strategic Lever: Organizations are shifting from roles to skills as the building blocks of workforce agility—this mini-series is designed to help leaders activate that shift through practical experimentation.</li>
 	<li>Collaborative Launch Design: Co-creating the learning experience with peers surfaced real-world challenges and solutions, setting the stage for a more grounded and relevant skills journey.</li>
 	<li>Learning at Scale Requires Intentional Design: A semi-synchronous, cohort-based model like Intrepid’s allows for broad participation while maintaining engagement through reflection, discussion, and real-time feedback.</li>
</ul>
<h3 class="" data-start="911" data-end="938">Practical Actions</h3>
<ul>
 	<li>Join the Next Cohort: Sign up via the LinkedIn portal to gain access to the 4-week Intrepid learning experience launching May 12.</li>
 	<li>Engage Your Team: Invite peers or stakeholders to join you in the cohort to spark cross-functional alignment around skills transformation.</li>
 	<li>Bring Your Business Context: Arrive ready to test ideas, pilot frameworks, and gather insights you can immediately apply to your enterprise skills strategy.</li>
</ul>
Together, we'll ensure our 2025 programs are aligned with your needs, helping you and your teams stay ahead of the curve and drive lasting success in the year ahead.

</div>
</div>
</div>
</div>
</div>
</div>

🚀 Preparing for Launching ELE/Intrepid Skills Mini-Series

future of work

Future of Work

Operations

Change Management

katrina.williams

lorna.malloy

organizational development

continuous learning

learning and development

workforce planning

jennifer.rainey

skills data

skills-based talent management

HR strategies

Strategic HR

craig.friedman

HR Technology

organizational learning

team communication

knowledge sharing

innovation culture

teaming techniques

nicole.defalco

2Q2025

nicholas.iverson

Talent Innovation

Session Focus: How to frame talent insights in business terms that resonate with CEOs and CFOs—what data matters most and why.

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<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]"></div>
</div>
</div>
</div>
</div>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
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<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">

In this session, we'll explore how to translate complex talent insights into actionable business strategies that capture the attention of CEOs and CFOs. This isn't just about presenting data; it's about framing it in terms of revenue, cost, and risk—the language of the C-suite.

Discover what talent data truly matters to executive leadership, why it's critical for strategic decision-making, and how to articulate its direct impact on organizational goals. Learn to confidently demonstrate HR's indispensable role in driving business success.

<hr />

</div>
</div>
</div>
</div>
</div>
This session will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.
ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

michael.hruska

<ul>
 	<li>ERGs are a great place to make a big difference &amp; to grow leaders, but only if we support them.</li>
</ul>
This session provided valuable insights into the evolving landscape of DEIB and its importance for organizational success.

It's crucial to recognize that the competition for top talent is fierce. Organizations must prioritize DEIB initiatives to attract and retain skilled employees, regardless of whether their customer base is diverse.
Key takeaways for HR leaders:

<ol>
 	<li>Embed DEIB into the company's values and culture. Ensure that DEIB is reflected in the organization's values, leadership competencies, and employee lifecycle.</li>
 	<li class="container ng-tns-c413402989-362 hide">
<div class="carousel-container ng-tns-c413402989-362">
<div class="carousel-content ng-tns-c413402989-362">
<div class="sources-carousel-source ng-tns-c413402989-362 hide ng-star-inserted" data-test-id="sources-carousel-source">Connect DEIB to business outcomes. Articulate the value and impact of DEIB on profitability, talent acquisition and retention, and market agility.</div>
</div>
</div></li>
 	<li>Leverage ERGs, coaching, and communities of practice. Utilize these platforms to foster inclusivity, belonging, and knowledge sharing.</li>
 	<li>Stay agile and adapt. Continuously evolve DEIB programs to align with the changing legal and societal landscape, incorporating the latest best practices.</li>
</ol>
Let's continue the conversation and collaborate on ways to further integrate DEIB into our organizations. By working together, we can create a more inclusive and equitable workplace for all.

Stop De-prioritizing Your DEI Advantage: How Prioritizing Inclusion Fuels Business Performance

suzanne.sherry

communities of practice

coaching

employee experience

betty.hart

belonging

DEIB

inclusive leadership

CHIE2024

workplace culture

Diversity and Inclusion

agile HR

ashanti.morgan

roberto.sepulveda

Talent Retention

ERGs

DEIB toolkit

Explorance

Session Focus: Insights and Practical Guidance on Creating a Data-Driven Culture

In today's data-rich environment, HR leaders must be equipped to leverage people analytics to drive strategic talent decisions. This interactive session explored practical strategies for fostering a data-driven culture within HR and across the organization.

Key Takeaways:
1. Define the specific business problem and desired outcomes you want to achieve with any leadership development program upfront with stakeholders. Align on measurable goals.
2. Leverage existing organizational KPIs and people analytics data (retention, engagement, promotions, etc.) to measure the impact of leadership programs, even if not directly correlated. As one participant shared: "When we do HR metrics and measurement, if we can use the organization's existing KPIs/OKRs...it's a lot of times hard to have direct correlations - a line of sight from somebody went to this class and the KPI moved - but if we can be influencing those and monitoring them because that's what the Business Leaders are using, that is more impactful."
3. Foster a data-driven culture in HR by celebrating examples of using data to solve problems and make decisions. Find creative, low-cost ways to reward this behavior.
Through real-world case studies, hands-on activities, and peer sharing, participants gained actionable insights to enhance their data fluency capabilities as strategic HR business partners. By aligning leadership development initiatives to measurable business outcomes and leveraging available people data, HR can drive greater impact and become a more data-driven function.

Data Fluency: Equipping HR Talent Leaders for Data-Driven Success

engagement &amp; culture

Digital &amp; AI

Leadership

performance improvement

recruitment

jill.mack

assessments

performance management

learning &amp; development

steve.lange

ana.bedard

individual development plan

data analytics

data visualization

diego.frausto

brady.bair

brian.richardson

raushaun.muhammad

megan.bickle

data fluency

people analytics

heather.kuzon

Session Focus: Insights and Practical Guidance on Creating a Data-Driven Culture

This roundtable discussion will explore the growing importance of data literacy in HR and its impact on effective talent management strategies. It will provide HR talent leaders with insights and practical guidance on leveraging data to make informed decisions, drive organizational success, and create a data-driven team culture.

Developing Leaders Use Case:


For today's discussion, let's start with recent DDI Research on Leadership Skill Gaps of the Future and how we can work with our People Analytics team to dig into retention and promotion data regarding our high potential talent for purposes of leveraging it as we build out a new high potential cohort program.

<img class="aligncenter wp-image-39630" src="https://wp.ele.llc/wp-content/uploads/2023/07/DDI-The-Leadership-Skills-Gap-of-the-Future.png" alt="The Leadership Skills Gap of the Future" width="465" height="316" />
<a href="https://www.ddiworld.com/global-leadership-forecast-2021">Global Leadership Forecast 2021 | DDI (ddiworld.com)</a>
<a href="https://www.ddiworld.com/global-leadership-forecast-2023">Global Leadership Forecast 2023 | DDI (ddiworld.com)</a>
By leveraging data, HR talent leaders can pinpoint skill gaps, identify high-potential employees, and tailor leadership programs that align with both individual and organizational goals.

 

Key Discussion Points:
<ul>
 	<li>Understanding Data Fluency in HR: Explore the concept of data fluency and its significance for HR talent leaders. Discuss the key skills and competencies required for data fluency, such as data interpretation, data-driven decision-making, and visualization.</li>
 	<li>Assessing Current Data Literacy Levels: Share approaches and tools to assess HR talent leaders' and their teams' data literacy levels. Discuss the importance of understanding current proficiency levels to identify areas for improvement and tailor development initiatives accordingly.</li>
 	<li>Strategies to Enhance Data Fluency: Discuss practical strategies and best practices to enhance data fluency among HR talent leaders. Explore options such as training programs, hands-on exercises, and self-learning resources to improve skills in data analysis, data-driven storytelling, and data-driven strategy development.</li>
 	<li>Leveraging Data for Talent Acquisition: Explore how data fluency can positively impact talent acquisition efforts. Discuss how HR talent leaders can leverage data to identify talent trends, optimize recruitment processes, and make data-driven hiring decisions.</li>
 	<li>Enhancing Employee Development with Data: Discuss the role of data fluency in employee development. Share insights on how HR talent leaders can utilize data to identify skill gaps, design personalized learning experiences, and measure the impact of development initiatives.</li>
 	<li>Using Data for Performance Management: Explore how data fluency can enhance performance management practices. Discuss the utilization of data-driven performance metrics, performance dashboards, and continuous feedback mechanisms to drive performance improvement and inform decision-making.</li>
 	<li>Data-Driven Workforce Planning: Discuss the integration of data fluency in strategic workforce planning. Explore how HR talent leaders can use data to forecast future talent needs, identify succession pipelines, and make data-informed decisions for workforce optimization.</li>
 	<li>Overcoming Challenges in Building Data Fluency: Address common challenges faced in building data fluency among HR talent leaders and their teams. Discuss strategies to overcome resistance to data-driven approaches, encourage a data-driven mindset, and foster a culture of data fluency within the HR function.</li>
</ul>
By focusing on these key discussion points, we will create valuable insights and practical strategies to enhance their data fluency skills and leverage data effectively in various aspects of talent management.

&nbsp;

ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

kery.mortenson

tomas.ramirez

online event

complimentary event

Digital

Session Focus: War for Critical Talent

Essential Forwarding-thinking Skill: Growth Mindset

Who are the winners and losers in the War for (Critical) Talent?
<ul>
 	<li>With unemployment at all-time highs and job trends require new skills they are not available with the current workforce.
“Almost 1/3 of senior leaders site talent as their most significant managerial challenge”--McKinsey</li>
</ul>
This invite-only collaborative aligns with the research <a href="https://learningexecutive.com/influencer/karen-kocher/" target="_blank" rel="noopener noreferrer">Karen Kocher</a> shared on Oct 17, 2019, <a href="https://learningexecutive.com/2019/10/essential-behaviors-skills-driving-digital-cultural-transformation/" target="_blank" rel="noopener noreferrer">Essential Behaviors &amp; Skills Driving for 2019 and Beyond</a>. By participating in this 90-minute, highly interactive virtual learning circle, HR and Talent Development Team Leaders can build essential new skills critical as our workplaces are evolving.

Future of Work Learning Circle: War for Critical Talent

integrated talent management

christopher.lind

newton.moore

samir.desai

allyson.carter

growth mindset

critical talent

HCSC | Blue Cross Blue Shield of IL, MT, NM, OK, TX

There are millions of job openings in the United States but companies cannot find workers with the right skills, training and credentials to fill them. The inability to find a talented pool of workers with the right skills to fill these jobs constrains industry growth and hurts our competitive edge. By 2020, 65% of jobs will require a college degree or postsecondary credential. We’re facing a shortage of 5 million skilled workers for these types of jobs. Businesses must invest in more strategic ways to help their employees get college degrees. Business Champions are committed to getting more business leaders nationwide to invest in ongoing education, training and career advancement support for their employees.

Program Overview:

⭐ Business Champions: How an employer-led movement is addressing the national skills supply &amp; demand problem.

⭐ Implications of upskilling for Health Care Service Corporation.

⭐ Positive ROI supports workforce investment.

Lessons Learned:
<ul>
 	<li>How business Champions helps companies enhance talent development.</li>
 	<li>How HCSC’s successful programs and initiatives for its front-line workforce link to Business Champions’ overall strategies.</li>
 	<li>The evidence from an ROI analysis demonstrates that credentialing the front-line workforce saves money for the company and advances the employees.</li>
</ul>
Help us spread the word: Business Champions companies are establishing thought leadership and are seen as role models for other companies looking to become a preferred employer and recruit better talent. Learn how you can contribute in sharing best practices identified to address the talent gap and shortage of skilled workers in the U.S. by visiting businesschampions.org.

Business Champions & UpSkill America

people strategy

maryjo.burfeind

<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/04/AI-Engineering-Book-quote.jpg" alt="" width="748" height="193" />
Recent breakthroughs in AI have not only increased demand for AI products, they've also lowered the barriers to entry for those who want to build AI products. The model-as-a-service approach has transformed AI from an esoteric discipline into a powerful development tool that anyone can use. Everyone, including those with minimal or no prior AI experience, can now leverage AI models to build applications. In this book, author Chip Huyen discusses AI engineering: the process of building applications with readily available foundation models.

The book starts with an overview of AI engineering, explaining how it differs from traditional ML engineering and discussing the new AI stack. The more AI is used, the more opportunities there are for catastrophic failures, and therefore, the more important evaluation becomes. This book discusses different approaches to evaluating open-ended models, including the rapidly growing AI-as-a-judge approach.

AI application developers will discover how to navigate the AI landscape, including models, datasets, evaluation benchmarks, and the seemingly infinite number of use cases and application patterns. You'll learn a framework for developing an AI application, starting with simple techniques and progressing toward more sophisticated methods, and discover how to efficiently deploy these applications.
<ul class="a-unordered-list a-vertical">
 	<li>Understand what AI engineering is and how it differs from traditional machine learning engineering</li>
 	<li>Learn the process for developing an AI application, the challenges at each step, and approaches to address them</li>
 	<li>Explore various model adaptation techniques, including prompt engineering, RAG, fine-tuning, agents, and dataset engineering, and understand how and why they work</li>
 	<li>Examine the bottlenecks for latency and cost when serving foundation models and learn how to overcome them</li>
 	<li>Choose the right model, dataset, evaluation benchmarks, and metrics for your needsChip Huyen works to accelerate data analytics on GPUs at Voltron Data. Previously, she was with Snorkel AI and NVIDIA, founded an AI infrastructure startup, and taught Machine Learning Systems Design at Stanford. She's the author of the book Designing Machine Learning Systems, an Amazon bestseller in AI.AI Engineering builds upon and is complementary to Designing Machine Learning Systems (O'Reilly).</li>
</ul>

AI Engineering: Building Applications with Foundation Models

joe.hamann

jason.davis

HR transformation

HR Innovation

AI in HR

future of HR

AI applications

AI for HR Leaders

Foundation Models

AI Engineering

Efficiency in HR

Building AI Products

Machine Learning in Business

deepa.kartha

The author of The Talent Code unlocks the secrets of highly successful groups and provides tomorrow’s leaders with the tools to build a cohesive, motivated culture.

“A truly brilliant, mesmerizing read that demystifies the magic of great groups.”—Adam Grant, author of Think Again

A BLOOMBERG AND LIBRARY JOURNAL BEST BOOK OF THE YEAR

Where does great culture come from? How do you build and sustain it in your group, or strengthen a culture that needs fixing?

In The Culture Code, Daniel Coyle goes inside some of the world’s most successful organizations—including the U.S. Navy’s SEAL Team Six, IDEO, and the San Antonio Spurs—and reveals what makes them tick. He demystifies the culture-building process by identifying three key skills that generate cohesion and cooperation, and explains how diverse groups learn to function with a single mind. Drawing on examples that range from Internet retailer Zappos to the comedy troupe Upright Citizens Brigade to a daring gang of jewel thieves, Coyle offers specific strategies that trigger learning, spark collaboration, build trust, and drive positive change. Coyle unearths helpful stories of failure that illustrate what not to do, troubleshoots common pitfalls, and shares advice about reforming a toxic culture. Combining leading-edge science, on-the-ground insights from world-class leaders, and practical ideas for action, The Culture Code offers a roadmap for creating an environment where innovation flourishes, problems get solved, and expectations are exceeded.

Culture is not something you are—it’s something you do. The Culture Code puts the power in your hands. No matter the size of your group or your goal, this book can teach you the principles of cultural chemistry that transform individuals into teams that can accomplish amazing things together.

The Culture Code: The Secrets of Highly Successful Groups

Engagement &amp; Culture

Performance Improvement

Human Capital Management

Team Effectiveness

Culture Transformation

In today’s challenging job market, as recent grads face a shifting economic landscape and seek work that pays and inspires, as workers are laid off mid-career, and as people search for an inspiring work-life change, the time-tested advice of What Color Is Your Parachute? is needed more than ever.

This new edition has been fully revised for 2022 by Vanderbilt University Career Center director Katharine Brooks, EdD, with modern advice on the job-hunt strategies that are working today, such as building an online resume, making the most of social media tools, and acing virtual interviews. Building on the wisdom of original author Richard N. Bolles, this edition updates the famed Flower Exercise (which walks job seekers through the seven ways of thinking about themselves) and demystifies the entire job-search process, from writing resumes to interviewing and networking.

With the unique and authoritative guidance of What Color Is Your Parachute? job-hunters and career changers will have all the tools to discover—and land—their dream job.

&nbsp;

“One of the first job-hunting books on the market. It is still arguably the best. And it is indisputably the most popular.”—Fast Company

What Color Is Your Parachute? 2022: Your Guide to a Lifetime of Meaningful Work and Career Success

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