Two key messages: this is something anyone can do, and it is entirely applicable to credit unions, Colvin said, noting that Elevations CU, Boulder, Colo., has used this method, creating a mock branch that allows the CU to put its employees through simulations on a repeated basis as part of the training regimen.
That philosophy should also extend to people who are leaving the organization, Longster said, citing the Deloitte accounting and consulting firm's "alumni club" as an excellent example of a company that maintains strong ties to people who move on to other companies. "And what happens," he asked. "They wind up hiring them back later."
One mistake organizations frequently make when they are trying to lay the groundwork for a pipeline of candidates, especially from referrals from existing employees, is to think about who is actively seeking a position. "Don't ask 'who's looking?'" he noted. "Ask, 'who's good?'" The most valuable, viable candidates are often people who are not actively seeking a job, but when a position opens up, it is the active job seekers that others tend to think of when referring someone.
If that happens, he said, "there will be immense pressure on the Democrats to get something done before the midterm elections in 2018."
"The real question is: Can Hillary stand up to the left side of her party [Sen.] Elizabeth Warren, easily the most influential Democrat in Washington, [Sen. Bernie] Sanders. All the power is to Hillary's left," he said. "If Hillary said, 'Let's do a five-person board for CFPB,' she'd get serious push-back." Bacino agreed, saying he "can't see any realistic scenario where there are significant changes to CFPB."