Sept. 30, 2025

This piece is sponsored by the Sioux Falls Development Foundation.

Wendy Alexander’s two decades in human resources roles have taught her that when it comes to recruitment, it takes a certain skill set.

“You have to be super-nimble, decisive and go as fast as you can to win the best talent,” said Alexander, who began five years ago as a talent scout at POET and now serves as team member experience partner.

“My mentor called it ‘air traffic control.’ You are the hub of communication, and you have to keep so many people in the loop — hiring teams, candidates, vendors — so communication has to move fast. If communication breaks down with you, you are in big trouble and not effective.”

Alexander’s role includes everything from leading POET’s intern and School Ambassador programs to its DISC training.

She’ll speak on how to keep your own organization’s talent pipeline filled at the upcoming annual WIN in Workforce Summit.

The WIN in Workforce Summit will be from 9 a.m. to 3 p.m. Oct. 23, with networking events before and after the event, at a new venue: the Canopy by Hilton in downtown Sioux Falls.

The day will feature 10 impactful sessions highlighting local leadership, businesses and best practices.

For a full agenda and to register, visit here.

“Wendy Alexander and the team at POET know what it means to recruit, develop and retain talent at all levels,” said Denise Guzzetta, vice president of talent and workforce development for the Sioux Falls Development Foundation. “Get ready to take some notes because she has a lot to share.”

We caught up with Alexander for a preview of the many best practices she supports.

Your session talks about filling the talent pipeline. Sometimes if companies are struggling to hire, filling a pipeline might seem daunting. How do you suggest they start?

After 20-plus years in HR and talent acquisition, I’ve learned this: The best time to fill a role is before it even opens. It’s all about relationship building, and relationships take time. I started in the spa world and then banking. Both are very customer service and sales type of organizations — your customer service is what sets you apart from your competitors, so you better be the best. I used the same approach with my internal customers — managers, leaders, team members — and with my candidates, vendors and contacts.

That’s why I’m such a believer in proactive recruitment — building relationships with great people before you need them. It’s not extra work — it’s smart work.

Proactive recruiting builds stronger teams, better culture and keeps you from that dreaded 5 p.m. Friday panic hire.

Proactive recruitment takes time, intention and discipline:

• Look ahead — where are the gaps, what’s coming?
• Build your pool — network, referrals, events, LinkedIn.
• Engage — say hi, share updates, grab coffee. Keep it human.
• Nurture — not everyone’s ready now, but they may be later.
• Show your value — culture, mission, leadership.
• Convert — when the role opens, you’re ready. Boom.
• Other tips: use data plus talent mapping.
• Go beyond job boards — know your market — tap your networks, community resources, schools, alumni. Some markets will need online ads and newspapers — others will need to connect with the chamber, schools and local groups. Each community and role is different.
• Engage passive candidates.
• Build internal mobility.
• Treat your ATS (applicant tracking system) as a strategic weapon, not just a database.

Here are more of my tips:

• Make recruiting a team sport — everyone is a recruiter. Get the word out in meetings, externally in groups your team members are in, share online, and get your teams to share online!
• Referrals, referrals, referrals — use your network, and communicate constantly.
• Move fast — top talent has options. Get back to every candidate, no matter what, and try to do it in a timely manner.
• Marketing and communication is key — it’s the most important thing you can do. Communicate like a human — no ghosting, no black holes!
• Candidate experience matters — people remember how you made them feel.

What are some particular best practices you’ve found at POET for ensuring that you have options for talent when it comes to needing to hire?

At POET, we’ve learned that the best time to fill a role is before it even opens. That’s why we focus on proactive recruitment — building and nurturing relationships with great people early, so when a role does come up, we already have strong connections to tap into.

For us, it’s all about:

• Looking ahead at future gaps and needs.
• Building talent pools through networking, referrals, events and community partnerships.
• Plant seeds! Engaging and nurturing people consistently because relationships take time. We are constantly bringing in groups of students or going out to different schools via our School Ambassador Program. We work with elementary, middle and high schools, tech schools and colleges — it’s so important to start planting seeds.
• We have an amazing internship program where each year we have 35 to 45 interns that get to work on amazing projects. We do tons of programming for them as well so that they can get as much as possible in the time they are here. Giving back helps us pipeline as well!
• Moving quickly and communicating like humans — no ghosting!

This approach isn’t just about filling jobs — it builds stronger teams, better culture and keeps us out of that dreaded last-minute “panic hire” mode.

Often, effective promotions come from within. How do you work to develop existing talent so they’re equipped to fill more advanced roles when those become available?

Great question! At POET, we believe the strongest promotions often come from within, and that means being intentional about developing our people every day — not just when a role opens up.

Here’s how we approach it:

• Assessment and awareness: We all have gifts — it’s important to know what they are. We use tools like DISC to help team members understand their strengths, growth areas and communication styles. Self-awareness is the foundation of leadership.
• Coaching and mentorship: We connect team members with mentors and provide coaching opportunities so they can learn from leaders across the business.
• Stretch assignments: We give people chances to take on new projects, lead initiatives and “test drive” advanced responsibilities before they’re formally promoted. Our interns are always impressed by the fact that most get to work on super-important projects right away!
• Training and resources: From leadership development sessions to communication workshops, we provide ongoing learning so people are always building new skills.

What would you say to someone considering attending the WIN in Workforce Summit? What has your experience been previously attending this event?

I have been connected to the chamber, Forward Sioux Falls and the Sioux Falls Development Foundation since 2006. I used to work first with Mary Medema, one of my mentors, and now work with Denise Guzzetta and her amazing team at the Sioux Falls Development Foundation. The WIN Workforce Summit has always been one of my favorite events! I think I have been involved in it some way every year it’s been in place. I have always been obsessive about staying close to workforce trends — I pride myself on always being ahead of them. I have always coached leaders that it’s the only way to win the very best talent — moving fast and knowing the market. Talent acquisition is fast-paced and constantly changing, and one way I’ve been able to stay on top of trends — and become an expert in the process — is by treating the workforce like a moving target. You have to study it, anticipate shifts and always be learning.

Since I’m also passionate about retention, and learning and development, this summit is the perfect place to dig into the latest best practices and data. It’s also one of the best opportunities to connect with amazing people in our region: HR professionals, recruiters, CEOs, hiring managers, leaders, experts and even students who are just starting their journeys. Events like this keep me inspired, informed and connected — and that’s why I look forward to it every year.

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