Reviewing assessment tools in light of diversity and inclusion
With a population of employees on the verge of retirement and a number of open positions, Entergy seeks to tap into diverse talent pipelines for roles across the company. However, the industry standard Edison Electric Institute (EEI) test, a hiring assessment for potential candidates, creates a barrier for a career with Entergy.
Entergy partnered with Talent Rewire in the Innovation Lab to find a solution to successfully attracting and hiring new talent that reflects the demographics of the communities it serves, while creating opportunities for young adults to start a career at the company. As a result, Entergy introduced its Career Pathways program, in partnership with Jobs for America’s Graduates and The 1881 Research Institute, to identify potential candidates and better prepare them for the EEI assessment test. In the four-day Career Pathways workshop, student participants met with current Entergy employees, received assistance in enhancing their resumes, took part in mock interviews, toured an Entergy facility, and received in-depth test preparation for the EEI test. Entergy provided the students a stipend of $11 per hour and free transportation to a testing site that was more centrally-located than the traditional EEI testing centers.
The initial pilot included five participants, all of whom were diverse candidates. All five passed the EEI assessment test. This 100% pass rate compares favorably to Entergy’s baseline data. The Entergy team is working with hiring managers to set up interviews with the candidates. With a successful pilot program achieved, Entergy is working to expand the program with a larger group of students and hold the workshop annually. Additionally, the company is considering how it can standardize the program and share its success with peer companies located in other regions.
- The success of this program really was contingent upon a mutually beneficial partnership between both company and community. The relationship between Caterpillar and Peoria Public Schools was beneficial to both of us.
HR and People Consultant
- Talent Rewire’s Innovation Labs are the most promising approach I’ve seen for engaging and supporting employers who are changing their practices to respond to shifting demographics to meet their talent needs. This team is doing impressive, systems-changing work. Gap Inc. started This Way Ahead more than 10 years ago to hire and retain Opportunity Youth. We are still innovating and evolving our program today, and have collaborated with Talent Rewire to share our practices with other employers, keep learning, and stay connected to -- and inspired by -- the larger movement of employers engaged in this work.
Executive Director of Community Leadership
- We’re very excited to continue this earn-and-learn scholars program. Students in the program have remarked at how valuable the mentoring and professional working experience has been to them, and how the scholarship was beneficial to help pay for their studies. Our hope is to expose students to our unique workplace culture, support them in their education, and encourage others to consider a career in banking.
Senior vice president, Human Resources & Community Relations
ESL Federal Credit Union
- We want to rewrite the script around there being a war for talent; instead let’s start talking about how we collaborate for talent because talent's out there. It's just often overlooked. You walked by it on your way here today. It was sitting in a street corner, it was in a cafe without a job, it was somewhere that you weren't looking.
SVP of People
- According to the ILO Global Employment Trends for Youth 2017 report, one-third of the world’s young people are not engaged in employment, education or training, which can dramatically impact their skills development, earning capacity, long-term employability and wellbeing. As a major employer of young people, McDonald’s has the potential and the scale to help bridge this opportunity gap.
Executive Vice President, Global Chief People Officer
- Through our opportunity employment journey, we discovered that there are a lot of non-profits and social enterprises out there that are getting folks job-ready and just need employers to partner with them. It's been a huge win-win for us because we have found that the partners bring job-ready candidates and some of these support services that we were trying to figure out how to do but I'll be honest, it's not our sweet spot. We have provided a culture of acceptance, a sense of belonging, and for a lot of these folks, a first gig or a first-second gig and opportunities for them to grow and learn transferable skills they can take into that next job for them.
SVP of People