The Castille workshop titled 'Talent Acquisition in a Full Employment Economy' was attended by 250 people at this year’s FHRD (Foundation for Human Resources Development) conference. Speaking about the importance of Employer Branding, Managing the Selection Process, Legal practicalities of on-boarding hires and Alternative Resourcing models in specialist skills, CEO of Castille, Matthew Camilleri discussed how it is important to be more proactive with the communities of candidates one is looking to target.
Mr. Camilleri talked about a lot of clients approaching Castille who are saying that their attrition rates are very high and cannot seem to be controlled, even more so now with a lot of competition for skill on the market. A question commonly asked is how such companies can start farming talent instead, with a very viable solution being the introduction of internship programs. At intern level today, there is already some competition, and this approach is not particularly a new one, as many local companies are now implementing internships on a more serious note. In the past five years, many companies were always talking about internships yet very few had a proper program or well-structured placements available for interns, said Mr. Camilleri.
‘Many local companies are now implementing internships on a more serious note.’
That being said, through internship programs, an organisation can better nurture the growth of their people from an early stage, allowing them to learn and improve along the way, thus gaining a better feel about the organisation, its values, company culture, customers and the way it operates. From the candidates perspective, an internship is seen as a great job opportunity to kickstart their career in their field by being given a chance to get straight into their industry and learn more as they go on, thus enabling them to gain relevant work experience, hard skills and soft skills, with the opportunity to move up the ladder in that respective organisation should the occasion present itself. From the organisation’s point of view, they will be investing in upcoming talent and giving the individual the opportunity to excel to their full potential. In addition, an organisation would be promoting its employer branding by providing individuals with internship opportunities, as such an incentive displays trust, the will to educate and the encouragement to grow, all positive factors in the eyes of the candidate.
‘Many companies are changing mindset due to the high attrition levels present, and prioritising on looking for someone who is ready to be productive from day one.’
What does this mean for ROI? Mr. Camilleri said that this is a difficult question to answer, yet what is certain is that many companies are changing mindset due to the high attrition levels present, and prioritising on looking for someone who is ready to be productive from day one.
Therefore, the investment mindset contains two schools of thought - on the one hand, companies seem to be wanting to get more serious about internships and educating candidates coming through, whilst on the other hand, companies are also becoming a little more selfish by wanting a ready product through a candidate who is ready to hit the ground running once they secure the role and arrive at the workplace.
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