Embarking on a new venture can be a mixture of exciting and satisfying, especially when it involves nurturing the next generation of talent. At Advania, we’ve been pioneering an Early Careers programme that answers this business need.
In the latest episode of The Technology Boardroom podcast, “Raw talent, big impact”, our hosts delve deep into the intricacies of the Early Careers programme. A must-listen for anyone interested in talent development, diversity and innovation, this episode explores the challenges we faced, the successes we achieved and the invaluable lessons learned along the way.
Our journey began with a bold vision: to create a programme that not only addresses our resourcing needs but also champions social mobility and diversity. We knew this wouldn’t be easy, but with the right team and a commitment to excellence, we believed it was possible.
In this episode of the podcast, our hosts share the story of how they turned this vision into reality.
Meet the Boardroom
In this episode, you’ll hear from two of our key players behind the Early Talent Programme:
- Thea Fineren – As the Chief People Officer, Thea brings a wealth of experience in talent management and is passionate about creating inclusive workplace environments.
- Eden Pedley – Head of Resource Solutions, Eden is the driving force behind the Early Careers programme. Her expertise in workforce strategy and her dedication to diversity have been instrumental to the programme’s success.
Our hosts bring their own unique perspective to this episode, offering a comprehensive view of the programme’s development and impact.
The making of the Early Careers programme
The Early Careers programme was born out of a conversation between Advania’s leadership team, who recognised the need for a fresh approach to talent acquisition. They wanted to create a programme that would attract individuals from diverse backgrounds, offering them a pathway into the tech industry that they might not have otherwise considered. Our goal was to build a talent pool that reflects the richness of our society and brings varied perspectives to our business.
Challenges and opportunities along the way
Implementing such an ambitious programme was not without its hurdles. We had to navigate logistical challenges, align our recruitment efforts with the academic calendar and ensure that our selection process was both fair and effective. This created a complex set of needs, but with every challenge came an opportunity to innovate and refine our approach.
In the podcast, we discuss how we overcame these obstacles and what we learned from the experience.
Building a diverse talent pipeline
Diversity was at the heart of our Early Careers programme. We set ambitious targets for female representation and sought to attract candidates from varied educational backgrounds. Our approach to hiring was skills-based rather than a traditional academic-based focus, allowing us to tap into a wider talent pool.
Pull quote: “Our focus on skills rather than degrees enabled us to discover untapped talent and bring fresh perspectives into our company.” – Thea Fineren
In the episode, we share insights into how we crafted our recruitment strategy, the criteria we used to evaluate candidates, and the success stories that emerged from our efforts.
Creating a cohesive cohort
One of the most rewarding aspects of the programme was seeing the sense of community that developed among our early careers cohort. We designed the programme to foster collaboration and camaraderie, with a mix of on-site and remote learning, mentorship, and team-building activities. The result was a group of individuals who not only excelled in their roles but also supported and inspired each other – and continue to do so.
The role of technology in talent development
Technology played a crucial role in the success of our Early Careers programme. From online learning platforms to virtual assessment centres, we leveraged the latest tools to streamline our processes and enhance the candidate experience.
Pull quote: “Embracing technology allowed us to provide a seamless and enriching experience for our candidates.” – Eden Pedley
In the podcast, we explore the innovative ways we used technology to deliver training, monitor progress, and ensure our new hires were set up for success.
What lessons did we learn?
As with any new initiative, there were valuable lessons to be learned. We reflect on what worked well, what could be improved, and how we plan to build on this year’s success for future cohorts.
Our commitment to continuous improvement means that we’re always looking for ways to enhance our programme and deliver even greater value to our business and our people.
Making a big impact with raw talent
Whether you’re a business leader, HR professional, or simply someone interested in talent development, there’s something in this episode for you. Be sure to subscribe to our podcast to stay updated on future episodes, where we’ll continue to share insights, stories, and strategies for building a more inclusive and innovative workplace.