Filling the Talent Pipeline
Our talent management efforts start with recruitment, where we invest in the processes and technology to evolve and grow our capabilities. Our applicant tracking system (ATS), for instance, maintains a record of our talent pool so we can identify qualified candidates for open positions. The ATS also tracks recruitment metrics, which we share with our field HR staff to improve recruiting and retention strategies and analyze the quality of hires after one year of employment.
To help counter today’s smaller talent pools, we’re also focusing more on activities to actively train and recruit young people. For example, in partnership with local colleges and technical schools, we’re offering scholarships and apprenticeships to identify and support emerging talent. This includes sponsorships for two- or four-year apprenticeships where students divide their time between classroom learning and on-the-job training.
At CMC Poland, we continued our successful collaboration with local technical high schools and universities and invited qualified students to participate in supervised learning experiences at our facilities. Both high school and university students in Poland are eligible for CMC-sponsored scholarships.
In 2023, more than 200 Polish students took practical classes at our facilities. Fifteen graduates received and accepted job offers from CMC. This program not only cultivates a highly skilled talent pipeline for CMC, but we also view these young people as CMC’s highly qualified staff of the future.
Internships are another strong focus at CMC. We’ve standardized the hiring and placement of interns across all business divisions, which creates a more efficient and impactful program for our interns while aligning with our broader talent policies and strategies.