The 41st Growing Talent programme has been the most interesting and challenging so far!
Some got roles and are on the Orientation and Holistic week currently, others have been going for meetings with different managers to identify the right fit.
The waiting game.
We all know how tough it is, waiting to hear results on anything – but especially whether we’ve secured that job or not is painful!
Owolabi was, until yesterday afternoon, waiting to hear and wondering if his life was about to change.
Now he knows it is.
Stable employment and a regular income enable unemployed people to start taking back control of their life, make their own choices and close their own social mobility gap.
This is even more important for those with challenging back experiences. A permanent job really does change lives.
A huge thank you to Matthew Izekor of Southwark Care Leavers who referred Owolabi to Growing Talent and supported him throughout the process.
Also a massive thank you and nod of respect to Gina and the team CIS Security Limited for joining us in doing things differently.
If you are looking to gain some amazing talent with hidden skills that will add value to your business in London – why not join us?
Next programme starts September 2025. Contact me for details.
It’s so easy to think ‘I’m not going to that networking event, jobs fair, job interview, conference etc – it won’t be interesting – will just be a waste of time’.
But what if this next event you are about to dismiss gives you:
✅ An opportunity to meet people you wouldn’t normally and gain new insight ✅ A connection to a manager who could make a difference to you, if not now maybe in the future ✅ The job interview reveals the role is quite different to your perception and just what you’ve been looking for ✅ The conference ignites one new idea you hadn’t thought of which can send you in a whole new exciting direction
I had a lovely email from Aurelien who attended the Growing Talent‘s Getting to Know you event for employers and applicants on Monday.
Even though he knew we don’t usually get the type of roles in the industry he seeks he still attended with an open mind, embraced and participated in every aspect.
Hi email, for me, showcases how we should never assume our perception of events is reality. So much can be gained just by attending – new connections, knowledge, confidence.
What events have you dismissed recently based on your perception of what they are going to be like?
Everyone can relate to the self-doubt and negative self- chatter unemployed people have when seeking a job. How can you showcase the skills and ability you know you have to employers when the loud voice in your head is screaming ‘you don’t belong here’?
This was the foundation of why I wrote Growing Talent and why it’s been successful for over ten years.
Growing Talent is designed to pull employers and applicants out of their respective comfort zones. Disrupt their expectations of the ‘norm’. No cvs, no formal interviews = no assumptions and the revelation of the most amazing talent languishing on the ranks of the unemployed. Talent that with a little empowerment could add so much value to business, their communities and themselves.
First thing is to make the employers feel a little uncomfortable – only fair, right? The panel picture above shows Adam in the spotlight from our sponsor’s sharing his journey to his current role and why the sponsors have supported Growing Talent for so long.
Then Mark from Baxter Storey shared his journey from a safari guide in South Africa to the work of HR in the UK – definitely not straightforward!
James was next from SPS UK & I, now a manager with a team to manage, James began his journey in a similar place to the applicants on a programme I ran then called the Real Apprentice. As an 18 year old, it was tough nailing timekeeping – but he did it…. eventually!!! Over the years James has recruited many of his team from Growing Talent who have gone on to establish great careers.
Megan shared her journey from education to the world of admin with CIS Security.
Lastly Gina shared how she joined CIS Security not really knowing anything about that world but with a hunger to learn she gained knowledge of all areas of the business and now runs a team nationally. Gina has recruited and encouraged a number of people from Growing Talent.
We then had a Q&A session with the employers before they left which we had a discussion on how tough it is to get a job when others make assumptions about our labels and worse still, we believe those assumptions.
Then came the part of the day that most applicants dread – the London Challenge. Working with strangers to devise an idea to benefit Londoners and then present it to the employers with less than an hour to prepare is pretty daunting. Of course it is. I don’t know many managers who would be willing to step up to the challenge.
Of course, the applicants nailed it! After delivering their presentations they have the proof they can do more than they think they can.
First to present was Aurelien and Sujibomi with their idea to tackle the cost of living crisis.
Sharon and Tanice followed with their idea to give young people some direction and positive role models with their Youth Clubs plan.
Daphine & Zaniyah shared their vision to tackle some of the Housing issues for tenants in Southwark. Why not get the contractors to teach the tenants how to look after their properties? Zaniyah spoke about the safety for tenants living amongst addicts. Why couldn’t a property be assigned for addicts to use safely? Unfortunately, I was holding their notes behind the judges so couldn’t take a snapshot of them in action!
Siddik and Owolabi’s idea was to enhance food banks. Owolabi volunteered in a food bank and realised some things were missing. Lots of restaurants and cafes locally threw a lot of food away. Why not open the food banks to take in this food? Why not devise simple recipe ideas for people to use donated ingredients? Owolabi didn’t hesitate to step up and deliver alone when Siddik became a little overwhelmed.
Finally, Peter and Grace shared their thoughts on Crime – particular knife and phone theft. Sharing some stats and ideas to combat both.
Throughout the presentations sitting at the back willing his team on from Southwark Care Leavers was Matthew – the guru of empathy and encouragement at SCL.
Next came ‘networking’ – doesn’t everyone hate that word? Sounds so difficult to do but change the word to ‘chatting’ and it becomes very doable!
Everyone ‘networked’ together for half an hour, laughing, smiling – where were the nerves now?????
Before we ended with a group shot of the employers, applicants, chief cheerleader from JobCentre Plus Anna and the guru himself Matthew.
So, who will choose to return for the first stage employer selection on 16 June? We wait with bated breath!
Wandering around the market on a warm, blue-sky day in Lanzarote, this bag jumped out at me.
The stallholders were a local father and son selling the leather goods they made themselves.
Bags and rucksacks of every size and colour, this green one stood out. The intricate pattern in contrasting red on the flap, two zips on the back and long adjustable strap – exactly what I needed for work back home. Few would have such a bag – bonus! I like to be different!
The father with his smiling toothless grin wrapped the bag and off I went pleased with my purchase.
Back in the hotel room a few hours later, I took the bag out of its wrapping. What was that smell? Subtle, yet pungent. I couldn’t find the culprit anywhere until I sniffed the bag – deeply and closely. Urgh – this was a difference I didn’t want!
After a search on Google, I discovered:
🫣 All sorts of hides can be used – including camel 🫣 All sorts of products can be used to tan the leather – including fish oil and urine! – who knew
Pungent smells can occur when inferior hides and tanning products are used as the leather breaks down. There is no cure.
The bag was left behind but clearly illustrates what you see on the surface isn’t always the whole story!
This is true of people too. Especially in the workplace.
People at all levels must deal with pressure and change continuously. This can weigh heavy on them and their colleagues.
What can be done? Give them the tools and knowledge they need:
💡 Raise awareness amongst managers – is what you are seeing the whole story? 💡 Roll out training for staff to proactively build their resilience and thrive. 💡 Provide coaching for neurodivergent team members to tame the impact on them.
I specialise in workplace programmes that enables teams to thrive. Including:
Neurodivergent coaching 1:1 – how to thrive in a neurotypical workplace (I am a certified ADHD Coach)
Awareness of neurodivergence for managers – what you might see, what you might do. Critical for true team inclusion and reduction of risk of an ET (CPD certified programme)
How to be an ally to your neurodivergent colleague – for non-managers (CPD certified programme)
I-Act Managing and Promoting Positive Mental Health and Wellbeing – global programme accredited by the Royal College of Psychiatrists in line with ISO45003. (I have been delivering this programme to global organisations for over four years)
Time to talk about the transformation I can deliver for your team?
After the pressure of making the employers do a spot of public speaking and share their journey to their current role as well as their top tips to impress employers, it was only fair that the awesome Growing Talent applicants stepped up too!
London Challenge demands the applicants to come up with an idea to improve London.
Imagine this….
First part is to brainstorm ideas. Then, form a team with people you didn’t know two hours before, devise the beginning, middle and end of a unique idea within 45 minutes before presenting it t the panel of employers!
Would you do it?
The employers were treated to four unique ideas.
🎯 Group 1 – Leon, Niki, Katie & Bozena 🎯 Group 2 – Kai, Iuliia, Samuel, Anita & Alex 🎯 Group 3 – James, Aboidun & Mulenga 🎯 Group 4 – Shantelle, Dejanae & Sarah
Ideas ranges from community mental health and well being, creative hubs, food and nutrition – with a community greenhouse and intelligent use of public cctv to reduce response times!
All applicants chose to return 19 February for our ‘slow dating’ event – also known as the employer first stage selection!
Growing Talent is lucky to have strong collaboration ties with employers, #JobCentrePlus, community groups and the hidden talent of the unemployed people in London.
All share the common ground of enabling unemployed people to secure a job a different way, which they can grow into a career and close their own social mobility gap – permanently.
Over the 10 years it has run, multiple people have proven this and climbed their career ladders. Compared to where they started, the difference is as strong as that between night and day.
Confirmed employers for this round – our 39th programme – include:
There is still time to join these insightful employers if you have a role in London to fill.
But, the clock is ticking! ⏰
Deadline is 9am on 6 February. DM me for more information
A huge thank you to our insightful employers, #DavidSteeds team at #JobCentrePlus, Rob Matthews (Anna) their partners in the community, Matthew Izekor of #SouthwarkCareLeavers and our unemployed applicants who collaborate together to do things differently 👏 👏 👏
Times are challenging for both employers seeking new talent to fit their business and unemployed people looking for a role they can grow into a career and close their own social mobility gap.
The introduction of higher employers NI means careful consideration of who to employ and when.
For those looking to secure employment will there be less roles to apply for?
Will there still be a need to supply a cv? – difficult with gaps caused by life’s curve balls.
Will they get a response rather than a profound silence to their applications?
If they get an interview – how are they going to overcome their lack of confidence to showcase their hidden talent and potential?
For over 10 years, Growing Talent has been enabling and empowering both sides to break through those challenges.
Mark, on the current Growing Talent, shares his experience so far in the photo shown.
We ripped up the traditional recruitment ‘rule book’. No cv. No formal job interview. No assumptions.
Growing Talent puts employers and those seeking work on a level, ‘uncomfortable’ playing field.
At our in-person getting to know you event, employers have to stand and deliver a talk on their own journey to their role (no notes), give a clear insight into their company and role they are recruiting for. Whilst they go for a refreshment break, everyone else is put into small groups to devise an idea to improve London. Would you be able to do this after just 1 hour working with people you had not met before? The employers return and listen to the innovative ideas before networking together over juice and nibbles.
Each gets to know the other much more confidently than a cv or formal job interview would ever deliver. This makes the recruitment stage experience (slow dating and 1-2-1s) more fun and raises the confidence of all.
Sponsored by business (thanks Allen and Adam), there is no risk of ‘double funding’ enabling charities and community partners to collaborate with us without risk to their funding.
Inspiring to learn today a hybrid version of @Growing_Talent ran during the height of #Covid in Sept 2020 was so successful.
Chloe, Courtney, Shelley, Sophia, Ryan and Vanessa are still onboard 2 years later!
They took a chance on Growing Talent with great results for them and their London employer – a global financial services firm.
Being unemployed is tough. Getting employers to see you for your skills, abilities and attributes rather than your label ‘single parent’, ‘unemployed’ etc seems impossible.
Friday 17 June was a balmy, sunny and sticky day in London. Temperatures were high so was the positive energy in this room as our Employer Speed Dating session got underway.
This is the first selection stage of Growing Talent which removes the potential for assumptions to be made by removing cvs and formal interviews. This enables the real person to be seen rather than any ‘labels’ they may have.
For employers, it enables a collaborative, unique way to tap into a hidden talent pool bringing diversity, inclusion, commitment and belonging into their business – which can only be good, right?
Passionate employers driven to uncover diverse talent for their roles that they can grow and nurture to be empowered employees defied the heat of the trains to get to our venue at London Bridge. Let’s face it, they could have given their roles to traditional agencies – wouldn’t that be easier? Probably, but easier isn’t always best!
Some had taken part previously and knew the fun ahead. For some, it was a completely new experience! No cv? No formal interview? No Job Description? What a leap of faith they took to step out of their comfort zone to join us!
Equally impressive was the integrity and commitment of the fabulously talented, but currently unemployed applicants who arrived enthusiastic, keen to meet employers without the shackles of traditional recruitment but unsure what was going to happen and of course a little glowing from their journeys!
What gave me the biggest kick was seeing Ella and Kieran from previous Growing Talent programmes now employer side! How fabulous is that!
There’s always a little tweak to be done in the setting up of these events. As usual the amazing Julie from #Portico Welcome Team was on hand to help me! Of course, on the front desk welcoming everyone to the event was Alex – from a previous Growing Talent programme! #inspiring for the applicants.
Within minutes of entering the room to start the timed table changes – the chatter and laughter was rising as any nerves melted away.
Ricky & Sharon from #RestoreHarrowGreen seeking new talent for their diverse roles.
Lois #SwissPostSolutions & Lesley from the global financial services organisation that sponsors Growing Talent joining us to explore some potential NEBOSH H&S Executives. Both have been involved in Growing Talent from the start and of course gave tips and pointers to those they saw who didn’t quite know what to say at first.
Ella and Paul of Master-FixProperties looking for fabulous new talent to join their business. Ella of course could give some insight of the Growing Talent journey that lies ahead for those going forward.
Michael #ISS looking for new talent to join his team
Laura & Emma #OfficeConcierge joining us for the first time to look for those hidden gems of talent we have amongst our unemployed communities.
Soraya, Kieran and Rosie #SPS looking for a new team member. Like Ella, Kieran has been on the Growing Talent journey and knows what it’s like. Although when Kieran did it, Growing Talent was three months long not five weeks!
Rosie is part of Lois’s team at SPS. Together they have given opportunities to around 38 people through Growing Talent since the first programme in early 2014. Many are still there and in supervisory positions.
Always time for one more photo! – Anna – longstanding cheerleader from JobCentre Plus, Ella and Paul #MasterFix and Sharon #RestoreHarrowGreen. Over the years, Sharon has taken over 30 people into her business and watched them grow and develop.
This week sees the second selection stage take place with 1-2-1s – mainly virtual thanks to the rail strike! Nothing detracts Growing Talent – there is always a way!
Looking forward to meeting these fabulous employers this week are: Abbas, Alex, Dimitrios, Edward, Frank, Martin, Rosanna, Shari and Sharon.
Check back to find out how they get on.
Growing Talent is a collaborative way for employers and their unemployed communities to come together on a level playing field journey to permanent jobs. Find out more on the Growing Talent tab on this website or check out http://www.growing-talent.co.uk.
