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Insights by Andy: The Social and Business Impact of Early Career Recruitment

In this edition of Insights by Andy, the Early Careers Company’s Daniel Ball explained how early careers can advance social mobility while also building a sustainable pipeline for emerging talent.

Welcome to this edition of Insights by Andy! I am delighted to be joined by Daniel Ball, the CEO of the Early Careers Company—a strategic hiring company that helps businesses design the infrastructure they need to make early career talent successful.

Andy: Let’s talk about why early career solutions are important…

Daniel: A career sits within the intersection of the corporate world and improving the world through social mobility, and early career programs are an enormously powerful mechanism to help improve the lives of those from lower-income backgrounds. The Early Careers Company exclusively funds a charity to help our corporate partners advance social mobility through their early career programs. In addition, one of the greatest issues that businesses face today is hiring and retaining brilliant people. If these companies can build strong and engaging early careers programs then they have an opportunity to home-grow their talent, increase retention and performance, and build a pipeline for future leadership.

Finally, early careers programs can solve issues of diversity, equity, and inclusion by bringing in talent who have diverse backgrounds and ideas. Overall, these programs bring a ton of value to businesses and people!

Andy: You have a tremendous passion for this, and so do I! I am curious…How has the pandemic changed early career programs?

Daniel: As we have been discussing, business leaders are starting to recognize that early careers are a tool to advance a social agenda while also building a sustainable pipeline for emerging talent. As the war for talent rages, this is important to get right because it can make a huge difference.

There has also been a challenge to create a strong early careers program, as there can be a disconnect between what mature workers expect from those in their early careers vs. what younger generations are looking for in their careers. Some companies have high attrition rates, between 80-90%, within the first year! This is where The Early Careers Company and SHL come in.

We find the sweet spot for how to make early career talent immediately effective while also developing them as future leaders. SHL assessments help us to get the core characteristics, capabilities, personality traits, and motivations making sure that leaders hire the right fit person for the role.

In one case, the Early Career Company used SHL’s in-depth insights to create a new competency model for one of our customers that resulted in 40% less attrition!

Andy: Well, thank you so much for joining me today! There is so much we could talk about on this topic.

Book a demo with one of our experts and we can help you build an early career program and provide you with deep insights into your early career recruitment strategy!

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Andy Bradshaw

Andy has spent over 25 years in technology and services businesses, over half of which has been in Human Capital Management (HCM). His career started performing a variety of roles for Hewlett-Packard and Microsoft, including running industry teams and building new customer segments. More recently taking senior leadership positions in mid-market organizations undergoing transformation. These included IT security, assessment and employee benefits segments. He returned as CEO of SHL 2 years ago, working with CEB and Gartner to establish SHL as an independent business. Andy is passionate about using people insight to improve business and individual performance.

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