Long-time pooling staff have been retiring in recent years, leaving a gaping hole in the pooling industry at a time when recruitment is more difficult than ever. In this session, panelists from CIRMA and CIS Oregon share their experiences and approaches to succession planning, recruiting, internships, onboarding, and training. Panelists discuss innovative solutions including having retiring staff work alongside new employees for training; building relationships with universities for recruitment; and branding public entity pooling as a desirable career.

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