“Having a diverse workforce that brings fresh thinking to our business”
March 17 2017 —
Stephanie Bishop, Head of Graduate and Apprentice Recruitment, Capgemini UK on why getting recruitment right is the first step
We welcome the findings of BITC’s Future Proof workshops as it gave us some practical recommendations on how we can make the process of applying for a job at Capgemini even more accessible for young people from any background. We have already removed jargon from our careers page and our roles are now explained in simple terms.
Other changes that we are planning on making to our site include a paragraph that describes Capgemini and includes details of the values we believe in. This is important for attracting young talent as young job-seekers often say that corporate values are one of the strongest indicators of whether they will apply for a role or not. We also think that it is important that candidates have a broad understanding of the company when applying, as well as an understanding of the specific responsibilities of the role.
We are also planning on adding personal contact details which young candidates can use if they have any questions regarding the role or the recruitment process, and details of the timeframe of the recruitment process. Again, this is a really important detail to include for young job-seekers as they are unlikely to have prior experiences of recruitment. Outlining this timeframe will help to set expectations and give young candidates a better idea of whether the recruitment process fits in with their own schedule, especially if they are still in full-time education.
These are just some of the changes we have made and are planning to make but there is still work to be done if we are to keep attracting top talent. Having a diverse workforce that brings fresh thinking to our business is vital for servicing clients, and simplifying the recruitment process is the first step to making this happen.