Tag: Talent Acquisition

Providing Opportunities and Supporting Growth for Students and Grads at Worley

As the world continues to evolve, the demand and opportunities for new graduates and students with diverse backgrounds and skill sets in the workforce increase. Worley, a leading global provider of professional services to the energy, resources, and complex process industries, understands the importance of nurturing the next generation of leaders. We had the pleasure of speaking with Andria Matadial, the Campus Relations Lead at Worley, to learn more about the company’s initiatives and perspectives on various topics.

Career Initiatives at Worley

Andria expressed that her experience working as a Campus Relations Lead at Worley has been “delightful and rewarding.” She attributed her positive experience to the opportunity to work with a highly supportive Talent Acquisition (TA) Manager and team. Worley’s primary initiatives for students and new graduates looking to work within the industry are centred around learning, growing, and contributing to game-changing global projects. Recent graduates have the opportunity to take what they know and apply it to new initiatives, new ideas, and new teams. They also have a vast support network to help them succeed and build their careers.

When asked about international student opportunities at Worley’s Australian headquarters, Andria shared that the company had an International Transfer program until 2015. This program allowed a graduate to switch to another graduate at another location. For example, a student from Australia came to Edmonton for some time, and a graduate from Edmonton moved to Australia. Although this program is not currently offered, Worley would love to get it re-instated as it provides graduates with global experience.

Diversity, equity, and inclusion are crucial components of Worley’s culture. Andria stated that diversity of background, skills, thinking, and expertise helps the company thrive and develop, enabling it to meet future needs. When we respect, value, and support each other, everyone can participate fully and reach their full potential.

Opportunities & Growth

The company has a Global Graduate Development program to help students and new graduates get involved with opportunities at Worley. Worley supports and develops its graduates to set them up for success. Through a self-directed learning approach, Worley gives its graduates the freedom and flexibility to direct their career paths.

Worley provides various career paths that students and graduates can enjoy, including opportunities to work with a global organization and projects worldwide. The pandemic positively affected the company’s recruiting process by allowing the TA team to recruit more flexibly since the world moved to a virtual work environment. At the same time, the company has moved to a hybrid model or is still in a work-from-home state, depending on the location. The employees have adjusted well to this change, and the company mobilized its staff to work from home at a record speed in 2020.

Leading into the Future

Looking towards the future, Worley foresees continuous hiring within the new graduate area to develop future leaders. In terms of measuring success in the industry, Worley places a strong emphasis on its values:

Valuing life
Rising to the challenge
Being stronger together, and
Unlocking brilliance

The company believes that the most successful Worley employees exemplify these values.

Lastly, Andria mentioned that Worley is the “Coolest Company to work for” and is leading within the industry regarding remote work, flexibility, and engagement. Worley eliminates bias from its hiring process by ensuring bias-free postings and promoting “bias awareness” training to individuals involved in the hiring process.

To learn more about Worley and its career initiatives, check out its employer profile on TalentEgg!

Millennials Are All Grown Up: Connect with Early Career Professionals

May 18, 2020 / Stephanie Davis / 0 Comments

In 2019, TalentEgg is proud to celebrate its 11th anniversary. For over a decade, TalentEgg has specialized in being the most preferred job board and career resource for students and recent grads in Canada. Something unique about our demographic is that we’re finding students and grads that found their first jobs on TalentEgg are now coming back to us for their second or third jobs in their careers. As a trusted source for all things career, our users are looking for more experienced and intermediate roles, which means we can reach even more candidates to fill your recruitment gaps. To learn more about early career professionals, we eggs-panded our TalentEgg Survey to get their insight about the workplace, what they look for in an employer and what they’re searching for in their careers. We’ve already revealed some of our findings throughout this Guide but wanted to dedicate a little more attention to this cohort. Our once young millennials have grown up, and here’s what they’re searching for.

Out of the early career respondents, 41% have been with 1 employer since graduation and 41% have stayed in the same role since graduation. However, 72% are actively looking for a new position with an employer. The common theme? They’re looking for growth and aren’t necessarily finding it at their current place of work. Career path and growth is consistently the number one factor that both students, grads and early career professionals are looking for in a potential employer. So it’s no surprise that 59% say they want more job opportunities shared with them.

We found that 94% of early career professionals are interested in taking additional training and certificates, including one-on-one career coaching. We also discovered that 61% of early career professionals have already taken additional training/certificate programs beyond their undergraduate degree. This demonstrates that there is a clear desire for additional training. This presents an opportunity to develop a generation of young professionals who are looking to continue on their career path, potentially improving employee engagement and retention. Don’t let your onboarding investments go to waste. If your organization prides itself on developing its people, then make sure you’re highlighting this to not only current employees, but to new candidates as well.

Since early career professionals are the millennial generation, they are digitally savvy and want to receive information in a similar manner to students – via social media. Instagram is the number one preferred platform for early career and, as they get older, they start to rely on social media and online resources for their career information instead of their parents and family members.

With TalentEgg’s paid social media campaigns, targeted email blasts and geo-fenced mobile marketing campaigns, we can target early career professionals looking to make the next step in their career as well as provide you support for your campus recruitment.

With this strategic approach, we can add value to your talent attraction and recruitment efforts and your talent pool will be filled with the top-notch candidates before you know it! We deliver measurable results and promote your employer brand at the same time. Reach out to us to find out which customizable solution will work best for your company.

Continuous Learning is Your Talent Magnet

April 20, 2020 / Maria Vasserman / 0 Comments

The primary task of the Talent Acquisition professional is to attract, engage and recruit top talent, right? But once they land the job and join your organization, an equally important task is to keeping current employees engaged and fulfilled. Why? Because happy employees become brand ambassadors, and unhappy ones create negative reputation for your organization, making the entire talent attraction challenge even more difficult.

In an increasing number, young candidates are looking for more than just a pleasant work culture. They desire growth and development as a fundamental component of a positive workplace culture. In our TalentEgg Survey, 67% of high school students, 72% of post-secondary students and 73% of early-career professionals said that building their future career path, gaining experience and having access to professional development are the most important things they’re looking for in a career. Moreover, when two employers seem equally appealing, 28% of post-secondary students and 27% of early-career professionals agreed that career path and growth would be the deciding factor for them.

What does this mean to you? It is practically a win-win. When you invest in your employees’ continuous learning (either in-house or outsourced through post-secondary programs, online courses, trainings and seminars), you demonstrate your dedication to their development, engage with them in ways that are meaningful for them and you get more qualified and well-rounded team members. Young employees will also appreciate your company’s commitment to their growth and will be more loyal as a result.

“I think setting up new employees with a paid training session or program when beginning their jobs is a great way to teach them the skills they may lack.”
Mallory Thompson, Western University, 2019

“Specifically assigning new employees with mentors is a very good idea, since it allows employees to have a relatable yet knowledgeable person to turn to for growth and development.”
Christine Mitry, McMaster University, 2020

But increasingly we hear from employers that the number one deficit they see in young job seekers is demonstrated soft skills, or core competencies. While many students have been focusing on their grade point average and the technical skills they gain from their degrees or diplomas, they are sorely lacking in the soft skills necessary for success in the workplace. Soft skills like communication, critical thinking, problem solving, team building, are increasingly in short supply among young job seekers – indeed, many employers perceive so-called soft skills as the critical skills for success within the workplace. Even if a job seeker might have them, career educators and employers struggle with how to sensitize the young candidates to the necessity of developing and demonstrating them to potential recruiters. Increasingly, students are aware they need additional training to successfully make the school to work transition and flourish in the workplace. Many of the students and recent grads that we surveyed believe that they need additional training/education to excel in their careers. 68% of high school students are interested in online courses for skills training and 88% of post-secondary students believe they need additional training to launch their career. Among early career professionals, 61% have taken additional training/certificate programs, an astounding 94% are interested in taking additional training and certificates while 33% say they think they need technical skills training and 77% say they needed additional training once on the job.

Lifestyle Editorial

TalentEgg is here to help develop your current employees and also ensure that the candidates you hire are trained and eager. With our new eLearning platform at TalentEgg University (TEU) we are proud to launch this fall, a series of certification courses designed in collaboration with top elearning professionals and clinical psychologists to train young people how to develop and practice those critical soft skills in such high demand by employers. With TEU certificates & badges, candidates can include on their CV and their online profiles, demonstrable proof they were able to successfully complete their soft skills training that shows their commitment to learning and being successful in their career. We help students and recent grads polish their people skills, develop emotional intelligence and fill in the gaps in their core competencies. When they apply through TalentEgg, you can rest assured that these candidates are the best of the best.

In addition to providing learning opportunities for young employees at your organization, you can also sponsor a Career Guide on TalentEgg! Career Guides are highly popular among our users who want to enhance their understanding of a specific industry and choose the path that speaks to them. You can help them do just that and position your organization as a thought-leader in the industry in the meantime!

Reach out to us to find out more about our eLearning Platform and Career Guides sponsorship.

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Tag: Talent Acquisition

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