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!
An interesting piece by Matthew Parris in yesterday’s The Times caught my eye.
Some areas I agree with, others I have a different view.
Neurodivergence is not a mental ill health issue – it’s a neuro developmental condition the impact of which, on some, may lead to the development of anxiety, depression or worse. Consider ADHD – Executive Functioning is delayed by 30% coupled with an interest based nervous system, people at school, college, University and in the workplace may struggle with everyday things like memory, self-awareness, motivation, emotional regulation, impulsivity and problem solving which their neurotypical peers don’t. Most schools, colleges, universities and workplaces are built for neurotypical brains -amplifying the impact.
I recently trained as an ADHD 𝗖𝗼𝗮𝗰𝗵. Our remit is to work with people to identify how their ADHD impacts them and explore different tools that can help them tame this impact. It’s a short-term journey of between 1 to 3 months. I would never try to step into 𝘁𝗵𝗲𝗿𝗮𝗽𝘆 nor 𝙘𝙤𝙪𝙣𝙨𝙚𝙡𝙡𝙞𝙣𝙜. These are three very different and specific areas.
What I’ve noticed from client feedback, is the simple tools have made such a difference which in turn has lessened the pressure they felt.
This prompted me to devise a Workplace Awareness session for Managers and one for ‘how to be an Ally to a colleague’. The feedback from these have been just as illuminating. Within days of attending, some managers implemented some of the content we covered. Others had a lightbulb moment on what they personally were experiencing both in and out of work.
The second part of Matthew’s piece that struck me was the medical intervention. Several therapists saw the same patient and gave completely different diagnosis. This can be dangerous when medication is issued. I’m reminded of Caragh McMurty’s journey – https://lnkd.in/esRMQgSm
I am thankful there is a growing awareness of neurodivergence. Stigma falls when this happens and people get help sooner.
For me, mental health is something many can do for themselves with the right tools and guidance. This is separate to mental illness which requires specific care.
For employers, time is money. Spending their time wisely can gain them financial added value in the future.
For the unemployed time spent looking for a job they can grow into a career, can weigh heavy on them. The longer they are unemployed, the more invisible they can feel.
Growing Talent is coming to Birmingham City Centre in February.
What does that mean for employers and the unemployed?
Our 10 year track record of success, tells me the difference Growing Talent can make to the businesses and people of Birmingham can be mind blowing!
Let’s take a closer look at some key highlights:
Funded by private business. We are not dependent on Government, local authority, JobCentre Plus nor charity funding. Which means when those entities are under financial pressure, Growing Talent is not! In addition, we can collaborate without any organisation we are working with feel they are at risk of ‘ double funding’.
Disrupted traditional recruitment tools. How can you showcase your skills, ability and future potential to an employer when your self-esteem is through the floor because you are unemployed? That is of course if your cv/application form gets you an interview.
Equally, how much hidden talent are employers missing because they can’t see the hidden talent within? Either from a cv their sifting software has missed because key ‘buzz’ words were missing or because the person sitting in front of them was overwhelmed with imposter syndrome they could hardly speak? Therefore, we’ve banned resumes and formal interviews. Instead, we have speed dating and 1-2-1 chats.
Mentoring – How often do employers get a mentor for the journey their new recruit is with them? I don’t just mean the initial period of onboarding where a portion of any recruitment fee paid can be refunded. I mean for the months and years that employer wants to keep their mentor connection. At no cost of course.
Equally, how often does the unemployed applicant get a free mentor to guide and encourage them through the process of Growing Talent and beyond if they are selected for an opportunity by an employer? We have mentored people long after they have secured their role and developed their careers.
Unique collaboration – from day one, we have collaborated with diverse organisations giving their local communities access to opportunities they wouldn’t usually have gained in a traditional recruitment route. Resources and expertise are shared so that no one feels alone. JobCentre Plus has been a steadfast collaborator of Growing Talent since day 1.
Higher retention – our robust orientation and holistic week ensures new talent already feel empowered and have a sense of belonging with their new employer before they step on site. This gives a solid foundation for the employer/employee relationship to grow.
Confident, risk free – what’s not to like? Our unique collaboration enables both employers and new talent to know the match is right for them before formal hiring. There is no financial hardship for the new talent who retain their benefits, has their travel paid by JobCentre Plus, gains life and workplace skills as well as an accredited qualification in mind health in line with ISO45003 and is paid by the employer for the in-role mutual evaluation period of the ring-fenced permanent job on offer.
So, really, what is not to like? Applicants are over 18 (no upper age limit), have right to work documents or Government issued share code in place and are able to undertake a permanent role.
Participation is neither automatic nor mandatory, But if the match is right, what magic can be made!
Deadlines:
Employers, register your interest by 15 February.
Unemployed applicants able to travel to Birmingham City Centre – register your interest by 21 February 2024.
Currently unemployed? Live in Birmingham? Able to get to the City Centre? Over 18 ? (no upper age limit) Have Right to Work documents in place or Government share code? Want to secure a role where your employer will invest in your training and development? Looking for a job you can grow into a career?
Why not consider applying to Growing Talent?
We are coming to Birmingham City Centre for our information and application event on 26 February 2024.
If you are interested in attending, send an email to jane@thejjc.net stating the area of Birmingham you live and the JobCentre Plus office you come under.
Alternatively, you can speak with your JobCentre/Work Coach direct.
Growing Talent is not a Government programme. You cannot be mandated to take part nor are you automatically given an opportunity.
A business funded initiative, Growing Talent brings together insightful employers, JobCentre Plus, West Midland Combined Authority, community partners and you – currently unemployed talent.
Deadline to register your interest to participate is 21 February 2024.
Whether I am delivering I-act, or workshops on communication, conflict identification and management, making better connections, building an emotionally intelligent team, empowerment, career development or running Growing Talent, I always lead with kindness and I share the power of doing this with all delegates.
Whatever we say or do, only we know our intention behind that. Those we are speaking with, don’t. They may receive a completely different message based on how we’ve made them feel.
It makes sense in every area of life – work and personal – to lead with kindness.
We don’t always know what someone is dealing with in their life nor the impact it’s having on them.
Leading with kindness enables us to stop, think and empathise – building better workplaces and relationships with little effort or cost.
I was blown away yesterday after speaking with a delegate who had attended one of my I-act courses just over a year ago. They took time out to send me this lovely email (edited to protect them and their organisation).
If anyone doubts the power of kindness, give it a try. The results will astound you.
The screenshot above is part of a post Bolaji issued on linked it and contained a number of her excellent suggestions on who to recruit better.
I reposted Bolaji’s thoughts with my own and how we’ve disrupted the recruitment norm:
@BolajiShote illustrates what recruiters of integrity have been saying and doing for years! The points Bolaji sets out are simple, clear and logical for recruiting employers to follow. I might put them in a slightly different order of importance to me.
#Ghosting – remember, people will never forget how you made them feel. Not feeding back after an interview can leave people feeling worthless and negatively impact their performance at their next interview. But here’s the other thing to remember that could directly impact those ‘Ghosters’ – the candidate you have ghosted could be interviewing you in a few years time – they won’t forget you…. ever.
Growing Talent we recognised a little disruption to the norm was needed.That’s why almost 10 years ago Growing Talent commenced – no cvs, no formal interviews, therefore, no assumptions. Almost 200 people aged 18-64 from all different social economic backgrounds have secured jobs they have grown into careers which they would never have secured through the traditional recruitment method.
Our collaboration with #JobCentrePlus, their partners, #Employers our global business funders and the #GrowingTalentAssociates going on the journey delivers an empowering, confidence boosting experience building connections and support on the journey into work.
The #Orientation and #Holistic week delivers core workplace and personal skills that last a lifetime including accreditation in a global mental health and wellbeing programme in line with #ISO45003 enhancing the onboarding and retention experience with the employer.
An assigned mentor for both the employer and Growing Talent Associates ensures a smooth journey.
Doing things differently:
· Advertising – via David Steeds & his work coach warriors at JobCentre Plus & partners.
· Their interested customers join an information session
· 1st stage selection – Employer Speed Dating – fast, loud with a lot of laughter in the room as people put down their ‘armour’ and be themselves.
· 2nd stage is a 1-2-1 meeting with the employer on their site to find out all aspects of the role.
· Orientation and Holistic week
Finally a mutual evaluation paid period in the permanent role commences. This means at the point permanent contracts are issued, both sides are confident the match is right for them – without a single “what is your strength and weakness” question!
No recruitment costs either!
Keep doing the same things, you will keep getting the same results.
Last Friday, I spoke with Chyna who is on the @Growing_Talent journey with Pilgrims Group.
She is an inspiration for all unemployed people dealing with that very loud voice of self-doubt struggling to get into work.
Apart from the ebb and flow of self doubt at each stage of @Growing_Talent – she conquered that voice, pushed through the fear, completed her SIA licence and is now ready to go on site with her employer team at Pilgrims Group in London.
Self doubt didn’t stop her. Nor did Covid!
Now Chyna knows her ability is LIMITLESS!
Whatever the future holds for Chyna, she knows she will nail it!
It’s really important for employers to select a training programme that will deliver the results they want, which fits their business and people.
All too often I speak with businesses who select based on title and popularity without ensuring the content is right for them. “It’s a First Aider programme in Mental Health so it must be good”.
But is it right for every workplace?
In my view, having delivered a popular Mental Health First Aider programme for over 10 years, the answer is no.
There is no ‘one size fits all’, which is why it’s critical to select the training for your business based on the content and impact that will be delivered to your people.
I stopped delivering this course three years ago because there were a number of areas I wasn’t happy with. Having read Stephen Bevan’s (Institute of Employment Studies) concerns – back in 2019 and again last month and the latest Cochrane review – its clear content should be a deciding factor not a course name.
Over the past three years it’s been insightful delivering the Practitioner and Manager levels of @I-act globally in diverse workplaces and seeing the knowledge and confidence gained in delegates.
Yesterday saw another course delivered to a global corporate’s #OneTeam and what a collaborative journey of learning it was.
Now they have the knowledge and tools to make a real difference to themselves and those around them.
Contact me direct if you want to know how this training could benefit your business.
At the end of Growing Talent Orientation week, Kerry had a little trepidation on what to expect with the imminent SIA and first aid course in London.
Of course, she nailed it!
Kerry’s enthusiasm for this next chapter was clear in her voice. Delegates on the course were from diverse security positions with a range of employers – so Kerry had plenty of opportunity to use her skills from the orientation week – especially networking!
She was a little faxed when a couple of delegates were removed by the instructor at the start of the week but she kept focus. Absorbing all the information given.
Kerry learnt so much and wasn’t unsettled by the arrival of the exam invigilator – remember those days?!
Now comes the wait for the results. 10 days and counting!
Regardless, Kerry has learnt so many new skills including how to use a defribulator!
Kerry has shown us the benefits of pushing through the fear of negative overthinking to experience new things, gain new skills and move on.
Employers Community guru’s specialising in getting our hidden talent into employment Unemployed people who want to work but have lost their confidence to do so
I say ‘yes’ if they aren’t using Growing Talent – the collaborative journey into permanent work comprising enlightened employers, unemployed talent, #JobCentrePlus and community specialists guiding people into permanent jobs.
They say there is strength in numbers. I’d agree. Our collaboration ensures any issue – no matter how small – is resolved quickly through our collaborative partnership.
Disrupting the usual recruitment methods and replacing cvs and job interviews with a speed dating session and 1-2-1 meetings has delivered premium results over the years Growing Talent has run for all parties.
Employers secure unique, sustainable talent they would never find using traditional methods. Unemployed talent are empowered to secure a permanent job they have the tools to grow into a career. Finally, JCP and community specialists see their customers go into permanent work and gain the ability to take control of their lives and move forward.
On arriving at the office today, I was greeted by “We met Mariia – she’s great, so friendly” by the Welcome Team. Upstairs, Mariia’s boss’s boss made a point of seeking me out to tell me how impressive Mariia is “she’s always early – look she’s in now”.
Mariia has only been in the UK for a little over a year following her move from Ukraine. Her courage and determination has seen her collaborate with her peers Growing Talent undertake #I-act accredited training in Mental Health and wellbeing as well as completed all tasks in English even though she feels her English isn’t good enough!
Like so many other unemployed people who really want to work, employers can’t always see their hidden talent in a traditional recruitment method.
The cherry on the top for me was Mariia coming over to tell me how happy she was to now be working with the Honeywell team – “they are all lovely”.
Throughout the Orientation and Holistic week Mariia always had a big smile but now it seems bigger! She’s loving the work and people. Although she’s exhausted at night she is so happy!
Mariia completed the Orientation & Holistic Week last week along with Kerry, Tia, Chyna, Liam, Parry & Nora who respectively started onsite this week with their insightful employers
