How AMS and Rolls-Royce build work readiness into the onboarding journey

Oct 23, 2024 | Development, Home Featured, Webinars

Developing work readiness should be a key part of the onboarding journey, AMS explains how with Rolls-Royce.

One of the biggest barriers facing young people entering the workforce is their lack of experience, which directly impacts their confidence.

Only 23% of the young people we surveyed last year felt they had any self-belief in their skills. As they approach working age, this lack of confidence tends to increase. This challenge is evident to employers as well, with 70% of hiring managers reporting Gen Z require additional support in the workplace.

So, what can businesses do during onboarding to mitigate this lack of confidence and ensure their early career cohorts are better prepared for the world of work?

These challenges were explored in a recent ISE webinar with AMS’s Head of Early Career and Campus, Dawn Pitchford, who discussed the topic with Rolls-Royce’s Global Head of Early Careers, Ellie Long.

What’s Helping Rolls-Royce?

Rolls-Royce has adopted several strategies in partnership with AMS to make the onboarding journey smoother and more supportive for their early careers candidates:

Simplifying language: Adjusting the language to make it more relatable and easier to understand with an emphasis on teamwork.
Skill translation: Helping candidates translate their school-based skills into workplace-ready competencies.
Keep-in-touch days: Planning these engagements to bring candidates on board even before their official start day.
Ongoing support: Maintaining continual touch points throughout the onboarding process.
‘Meet and Engage’ platform with AMS: A tool to help candidates prepare for their first day and feel confident throughout their journey.

Key takeaways for businesses

Educate and engage: Upskill your candidates throughout the hiring and onboarding process with a focus on coaching.
Authentically involve the business: Engage future cohorts with your business before their first day to create an authentic connection.
Be open and honest: Create an inclusive environment where no question is considered silly and provide information promptly to alleviate any concerns.
Enable networks: Encourage peer-to-peer networks to facilitate learning and development among new hires.
Focus on the details: Ensure a thorough induction and orientation programme that extends beyond the first day; two weeks of support is recommended to ease the transition for new starters.

Helping young people overcome the challenges of entering the workforce requires a thoughtful, structured approach.

By providing the right tools, support, and focus on skills development, companies can pave the way for confident, capable young professionals. This is about shifting the mindset from ‘early careers’ to ‘emerging talent’ and ensuring that every step of the onboarding journey sets candidates up for success.

Watch ISE and AMS webinar with Rolls-Royce on work readiness and time to value – the new measure of success in early talent hiring.