From adapting to industry challenges to creating a supportive workplace, talent acquisition partner Catherine wants to have a real impact on the people she’s bringing into Capita – making sure we’re the right fit for them, and they’re a good fit for us. She tells us why an inclusive working environment is so important, as well as what life is like as a talent acquisition partner.
I started at Capita back in March 2012 as a recruitment consultant. Now, as a talent acquisition partner, my job is to help our company find and hire the best talent. I work closely with hiring managers to understand their needs and then search for candidates who have the right skills and experience for the role. I also investigate the candidate experience to make sure that everyone who applies has a positive interaction with our company.
People come first
Creating an inclusive and diverse workforce is really important to me. I’m proud to be part of a company that values and respects diversity, ensuring that everyone has the opportunity to thrive. To me, that is the building block of a great place to work. I want to make sure that I’m playing a positive role in that and that I’m contributing to creating a supportive work environment where everyone feels valued and included.
We’ve been rolling out several ideas when it comes to creating a more inclusive and supportive working environment. We’re now sharing information about the impacts of any disabilities or health conditions with a manager, for example. And this enables the manager to start making provisions for any relevant adjustments, as well as connecting new hires with occupational health advisors or company workplace adjustment advisors. This can include making available support and guidance that may be helpful for a hiring manager in how they manage their new team member.
This people-first approach means we can better predict what skills we need in the business. Therefore, this approach not only benefits the organisation but also positively impacts the lives of the candidates by providing them with opportunities for growth and development.
Challenges and changes
Creating that inclusive environment is one of the challenges of our industry right now, but I feel that there are two others that have a real impact on the work we do and how we do it: future talent scarcity and skills gaps. There’s a lower number of experienced applicants right now and more competition from other employers than ever before. Plus, a new trend of candidate ghosting, which is when a candidate starts going through the recruitment process, but suddenly ceases all communication so we have to assume they’re no longer interested in the role. There’s also difficulty when it comes to automation in the workplace. This automation creates an intense demand for technical skills that are only now emerging in today’s workforce.
To help us adapt to this ever-changing landscape, we’ve been embracing more remote work, investing in upskilling and reskilling existing employees and have considered leveraging AI-powered applicant tracking systems. We feel this is the best way to help us stay competitive and attract the best talent in the market.
To ensure we continue thriving in this competitive environment, it’s crucial for me, and for us as a company, to stay adaptable and forward-thinking in our approach to talent acquisition. By fostering a workplace where diversity and inclusion are prioritised, and by embracing new technologies and upskilling opportunities, I’m confident we can attract the best talent and build a workforce that’s not only ready for today’s challenges but also equipped to shape a better future.
