Expanding networks for talent through partnership
T-Mobile consistently seeks ways to support the growth and development of youth in the communities it serves and increase employee pride and satisfaction in their work. The Corporate Social Responsibility (CSR) team was interested in exploring whether employing opportunity youth in their stores could contribute to a positive work experience for managers while also providing a meaningful work and learning experience to young people.
Working with Human Resources, T-Mobile’s CSR team joined the Talent Rewire Innovation Lab to pilot a summer internship for opportunity youth with the assistance of Grads of Life. T-Mobile partnered with Bellevue Community College in Washington to recruit seven young people interested in gaining work experience through the new SUM-X program. Interns engaged in a 2-week training program to familiarize themselves with T-Mobile and the expectations for employment. They then began a 6-week in-store internship experience. The pilot also included manager training to help participating managers understand how they could be supportive mentors to the interns.
At the end of the pilot, all participating managers stated they would hire the student who worked with them in the event they had future roles. Additionally, all participating young people found the internship experience valuable. Based on the success of the pilot, the company transitioned the program to its Early in Career Team, which is the same team that manages the traditional internship program, and began scaling. T-Mobile is expanding the opportunity to a total of 16 stores in three markets in partnership with JUMA and Per Scholas.
- 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
- What would happen in your company if you went back and had the courageous conversations? If you asked the difficult questions, if you wanted to get close enough to your workforce to understand their complexities? It's a vulnerable position to place yourself, to understand the complexities of your workforce, but that's when the best interventions come to light.
- 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
- FSG helped us articulate the business value of our program while never asking us to compromise on heart or passion. They prove how industry requires both for success.
- Open Hiring may feel risky to some employers. But in my mind, the real risk is in not doing Open Hiring. Employers always need to be exploring new paths for acquiring talent if they expect to grow their business.
CEO and President
- For our pilot, it was important to start small. This allowed us to learn how to engage with and support our interns and our employees so the project would be successful. We developed the program in record speed and we did it with very strong partnerships, both internally and externally. Working with Talent Rewire and Grads of Life exposed us to a lot of great resources to help us with this process.
Talent Acquisition Leader