About | Instructors | Molly Weaver

Molly Weaver

Talent Acquisition

Molly Weaver is an innovative talent acquisition strategist with more than 20 years of experience helping organizations design and implement candidate-focused experiences that attract top talent. With a specialty in the healthcare industry earned during her tenure as the Senior Director of Talent Acquisition at Children’s Mercy in Kansas City, Weaver launched Sunflower Talent Strategies to help organizations navigate the new world of work by enhancing their recruiting processes and creating a pipeline to produce the talent they need for the future.  

Instructor Highlights

Classes Taught

Skills Based Hiring: Beyond the Buzzword Strategic Conversations on Hiring and Retention Building Sustainable Talent Pipelines

Instructor News

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Building Sustainable Talent Pipelines: This will help me better understand current trends and forecasts. I now have an example of how to create a structured proposal to overcome obstacles and set up long term success.
Class participant
Building Sustainable Talent Pipelines: I will present this business model to my leadership team. I am excited about how this can create longevity and loyalty.
Class participant
Building Sustainable Talent Pipelines: The course helps [me] to create better overall recruiting practices and reimagine recruiting.
Class participant
Building Sustainable Talent Pipelines: It has forced me to start looking at our recruiting from our lower-level positions and looking at partnering with an educational certificate program.
Class participant
Strategic Conversations on Hiring and Retention feedback: Learned how to • Adapt to new trends from younger generations and consider candidate experience • Assess application process to make sure it is hassle-free • Viewed analytics on Generation Z; heard the challenges that other companies share align with our challenges.
Session Participant
Strategic Conversations on Hiring and Retention feedback: Learned • Onboarding hierarchy of needs and candidate expectations in the recruiting process • Thinking from the applicant point of view • Strategies to improve the application process as well as retention
Session Participant
Strategic Conversations on Hiring and Retention feedback: Learned about • Empowering employee engagement strategies • Mindset shift – How to build candidate expectations; the importance of a current state audit of people, process, policy, and technology • Data to support recommendations and make decisions
Session Participant