In today's competitive job market, hiring top talent has become a daunting task for organisations across industries. To attract and retain the best candidates, Zero Global has adopted a strategic approach that goes beyond traditional recruitment methods. One such approach that has gained significant traction is incorporating our Legacy Academy into our recruitment process. In this blog, we will explore the profound impact of Legacy on our hiring and how it can help other organisations build a skilled, motivated and elite workforce.
Enhancing Attraction and Engagement:
Integrating our Legacy Academy into the recruitment process has made a significant difference in attracting high-calibre candidates. Job seekers are increasingly seeking opportunities for professional growth and development, and organisations that highlight their commitment to L&D, can differentiate themselves from competitors (It’s worked and is working for Zero). By showcasing our Legacy programmes available to our people, we can effectively engage potential candidates and demonstrate our investment in their long-term success.
Assessing the Growth Mindset:
During the hiring process, assessing a candidate's mindset and willingness to learn is crucial. Incorporating Legacy discussions and assessments during interviews can provide valuable insights into a candidate's receptiveness to new ideas, adaptability, and growth potential. By evaluating a candidate's eagerness to develop new skills and knowledge, we can identify individuals who are more likely to thrive in dynamic work environments and contribute to continuous improvement efforts.
Tailoring Learning Pathways:
Integrating Legacy into the recruitment process enables us to customise learning pathways for new hires. By identifying the specific skill gaps and development needs of incoming employees, we have been able to design bespoke training plans that address those areas. This approach not only accelerates our onboarding process but also ensures that all our new hires have the necessary tools and knowledge to succeed in their roles from the outset.
Fostering Retention and Engagement:
Investing in employee development is a proven strategy for fostering higher job satisfaction and reducing turnover. By incorporating Legacy Academy into the recruitment process, we are able to demonstrate their commitment to supporting employees' professional growth and ongoing learning. This commitment serves as a powerful retention tool for us, as employees are more likely to stay with a company that invests in their development. Moreover, Legacy initiatives can boost employee engagement by providing continuous learning experiences and opportunities for career progression.
Building a Learning Culture:
Again, by integrating Legacy into the recruitment process, we are able to establish and nurture a learning culture within our workforce. Hiring candidates who value and prioritise continuous development, helps us create an environment where knowledge-sharing, collaboration, and innovation thrive. As new hires enter Zero with a strong emphasis on learning, they are more likely to embrace a growth mindset, actively seek opportunities for development, and contribute to a culture of lifelong learning.
Incorporating Legacy into our recruitment process is a powerful strategy for us when we seek to attract, engage, and retain top talent. By showcasing Legacy, assessing candidates' growth mindset, tailoring learning pathways, and fostering a learning culture, we have built a skilled and motivated workforce that drives innovation and success. Embracing Legacy as an integral part of the recruitment process will not only strengthen our talent acquisition efforts but also pave the way for long-term growth and competitiveness in today's rapidly evolving business landscape.
Join our #OneTeam and get the best recruitment training experience on the market, be part of a team that breeds organic success and start to write your legacy, get in contact with Joel Tillyer or Amy Futcher.
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