There was a definite buzz in one of the Tulsa Regional Chamber’s offices Thursday.

That’s because about 25 employers were trading ideas on how to build area’s talent pipeline, the subject of the Chamber’s first HR Forum of the year.

“We want to make sure that you have the qualified talent that you need,” said Rue Ramsey, vice president of workforce and talent strategies for the Chamber. “We understand there are positions for which you need experienced people. Sometimes, you actually need five to seven years of experience.

“We get that. But we also need to build the pipeline, too.”

Presented by Luxa Enterprises, Thursday’s HR Forum was the first of three on the year. Attendees analyzed regional data on high school graduation rates and examined how to engage school districts in cultivating the future workforce.

The goal is to provide data-driven feedback to districts and promoting standardized processes that support student retention and simplify employer recruitment.

Most employers in the audience said they have many more available jobs than qualified applicants. Moreover, businesses are dealing with the “gray tsunami,” a metaphor for the large wave of Baby Boomers reaching retirement age, which could have significant social and economic impacts. 

“Our organization changed directions to say we’re just going to take a chance and hire lower-level or career change (applicants) or (those with) different education or skill sets, said Lauren Bartlett, who works at Williams, an energy company. “And it has been some of our greatest hires. It’s been really exciting.

“As we’ve been doing this, our retirees have been letting us know more in advance. So, they can say, I’m going to retire in September, if you want this knowledge transfer, start now.”

Spirit AeroSystems’ Destiny Barnett said her company uses SkillBridge, a Department of Defense initiative that connects transitioning service members with industry partners for real-world job experiences during their last 180 days of active duty. 

“They translate their resume for us, and we can figure out where exactly where they fall,” Barnett said. “That’s something we have been able to use for that experienced candidate.”

Ramsey closed the program by asking attendees to rate the most valuable work-based learning opportunities, as determined by the Governor’s Council for Workforce and Economic Development.

The Chamber will compile the data and use it to streamline links between employer and future employee.

“We want to move the city forward,” Ramsey said. “We want students to come to you ready.”

Three times a year, the Chamber’s HR Forums convene talent professionals from member companies to learn best practices, increase collaboration and discuss strategies to recruit, hire and retain employees. The next HR Forum is scheduled for June 13.