ESG Report 2022 single pages web - Flipbook - Page 40
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TALENT ACQUISITION
Labour market challenges
As in FY21, the global labour market in FY22 remained
challenging with high hiring demand significantly
outstripping available talent in many skilled areas and
geographies.
To address these market challenges, RWS maintained and
amplified the following measures:
•
Embedded a fully hybrid and/or remote work policy to
support new colleague expectations
•
Reviewed and increased salary bandings in high attrition
geographies
•
Focused on internal mobility to enable colleagues to
develop their careers within RWS
•
Rolled out our learning platform, MyLX, Group-wide to
increase training availability exponentially
•
Continued to invest in tangible actions to build a culture
of inclusion and belonging
•
Introduced a new organisational strategy, purpose and
values, with strong colleague involvement
•
Increased capacity within the talent acquisition team to
meet demand, with new attraction channels
•
Developed a more flexible geographical hiring approach
to significantly expand candidate ‘reach’
In FY21 we created a single central Talent Acquisition
Centre of Excellence, with a direct recruitment mandate
for core internal hiring (excluding linguistic and managed
services hiring) to establish recruitment channels into
new and more diverse labour pools, as well as increasing
effectiveness and efficiencies in all key markets. Based on
early successes in FY21, further investments were made
in FY22.
This new recruitment sourcing capability, along with
improved recruitment branding and better consolidated
applicant tracking, has enabled us to respond to a
competitive talent marketplace with increased hiring
volumes, improved cost per hire and solid time to hire
performance. FY22 saw significant success with 76% of
roles filled through direct external hires, 19% through
internal moves and only 5% through external agencies.
These KPIs compare favourably with external benchmarks.
Centralising our recruitment enables us to manage
and monitor our diverse talent attraction efforts
more accurately and we have added new recruitment
channels to help reach underrepresented groups. We
have built an RWS presence on Diversity Jobs (targeting
underrepresented groups in the US) and myGwork
(focused on LGBTQ+ community globally) and are active
on multiple smaller channels targeting individuals with
disabilities as well as veterans.
In FY22 we focused on upskilling recruiting managers
and recruitment team members on high quality inclusive
recruitment techniques and we are encouraged by early
results. For example, we have improved female hiring into
technology roles, moving from 25% in FY21 to 29% this
year.
Having built good momentum this year, in FY23 we will
move to a single applicant tracking and management
platform once the global HRIS platform is in place.
Other areas of focus include increasing internal referrals
from 15% towards 20% over the next year and increasing
internal colleague mobility from 19% towards 30% by the
end of FY24.
FY22 has been a busy year for linguistic recruitment with
500 closed roles. Direct hiring remains a key priority with
FY22 experiencing significant success with 96% of filled
roles achieved through direct external hiring, 4% through
colleague referral with a single role requiring external
agency support. Gender diversity has been a focus with
81% of hires being female.
Our focus in FY23 remains on diversity and increasing
referral hiring activity towards 10%.
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RWS — ESG Report 2022
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