Rebecca Scollan, HR Advisor, Devenish Nutrition. As an organisation we recognise and understand that to be a truly high performing organisation both now and into the future, we needed to develop an internal pipeline of talent, incorporating the right people, with the right knowledge, skills, and behaviours, engaged, rewarded, and challenged appropriately. Therefore in 2019 the HR team at Devenish developed a bespoke Early Talent programme, which includes a Graduate Programme, Student Placement opportunities, Operational Qualifications and Apprenticeships and a PhD Programme to attract and develop young talent. Our Early Talent offering is outlined below and is primarily focused within our North West Europe division, although exposure may also be gained within our international division:
To attract talent, we have built strong partnerships with Universities across the United Kingdom and Republic of Ireland to increase brand awareness and offer our Early Talent initiatives through attending onsite or virtual events. We also support Universities by offering ‘Mock Interviews’ workshops to develop interviewing skills and support the transition from University to work. Furthermore, various representatives from our Commercial and Research departments would attend and present brief lectures at Universities/colleges/schools to provide an overview and insight of the Company and to engage with a younger audience. To retain talent, we strategically review people planning needs based on business and operational requirements and offer permanent roles to our young people if applicable. Furthermore, we are committed to offering various internal and external training and development opportunities and support professional development, e.g., via CIPD, CIM and IOSCM to further develop experience, skills, and knowledge. To create more career/job opportunities for you people, I think companies need to review their current people planning strategy and be creative with their recruitment process for the hiring role. For example, for trade and operational roles companies should utilise funding opportunities from local authorities and Governments to support getting young people into work. Apprenticeship programmes are beneficial to provide a practical and academic experience for a young person, whilst getting paid and benefiting from specialist skills and knowledge within the Company. I think people succession planning is key to reviewing people structure and where possible offering paid Graduate and Student placement opportunities to attract and engage with younger people to develop and nurture talent for the future. We recognise that our business strategy and growth is dependent on young people, therefore it is vital for our success that we attract and retain young talent through intrinsic and extrinsic rewards. Through motivation, recognition, and development we can nurture our young talent with relevant skills and knowledge to become future managers and leaders within the Company. As a young talent employee, I personally feel it’s very important to attract, hire and retain young talent as I have benefited considerably from the training and development opportunities available and supported by Devenish. Over the last four and a half years at Devenish I have transitioned and developed from an HR Placement Student to an HR Advisor role providing HR support to our Production, Warehousing and Maintenance teams in Belfast. I am very fortunate to have been offered professional development, mentorship, and career opportunities by Devenish, and therefore I feel strongly about attracting, retaining, and developing young talent to be future managers and leaders within the Company.
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