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WRS bring L&D in-house for its recruiters

As a business, WRS advocate the inclusion of Learning & Development (L&D) as a key element of staff motivation and retention in the challenging times faced by some of the sectors in which they recruit, including Oil & Gas, Mining and Energy.

WRS, who also recruit globally within the Marine, Construction and Power industries, has always seen the value of investing in Learning & Development (L&D) and have now taken this a step further by appointing a new Head of L&D, who will oversee all WRS employee development and career advancement.

Their L&D strategy offers a blend of prescriptive and emergent learning practices, encouraging an environment for continuous development and creative thinking, with the continued focus on ensuring all individuals can participate in a learning programme which is both fun and dynamic.

WRS is known for its robust organisational culture, being recognised for 2 years running as one of The Sunday Times 100 Best Small Companies to Work For and also receiving 3 star status – the highest rating achievable – for their “extraordinary” levels of staff engagement. This is representative in the sharing of learning, as well as demonstrations of best practice aligned to industry standards. The recruitment of a dedicated L&D resource has already seen a return on investment with visible signs of success and efficiencies stemming from the use of peer groups, leadership forums and communities of practice, amongst others.

Ash McDonagh, the new Head of L&D at WRS summarises: “Learning interventions are designed to coach, challenge, provoke thought, reignite sparks and reinforce the behaviours that keep our consultants at the top of their game and inspire them to reach their full potential. The critical success factor in this L&D investment is when individuals put their learning into practice, bringing it to life in the real recruitment world.

It is an absolute pleasure to be part of such a forward thinking and inspirational organisation, one which is open and willing to explore new and innovative learning practices. As a Learning and Development professional, helping people experience their own lightbulb or penny drop moments is extremely rewarding. Our plans for managing our talent more effectively are underway and I am confident that, together with a strong leadership team, we will achieve great results.”

WRS’s extensive growth plans for 2015 and beyond depends on attracting new talent as well as continuously developing and retaining their current talent. This means that newer colleagues begin their learning journey even before they step foot in the door, with some pre-starter & lsquo;directed learning’ to get them in the right mind set and to ease them into their first weeks. Once on board, their journey then continues along structured learning paths throughout their WRS career, whether their goal is to be a top biller, mentor or team leader.

Judith Kitchin, a recruitment specialist within the Mining Division at WRS, gives her thoughts after 2 years in the business: “The first thing I was faced with when starting with WRS was training, so it made being a true beginner to the world of recruitment an easy transition! The training I received was tailored to what I needed and always readily available to make sure I had a true advantage at the start of my recruitment career, from open forum seminars to 1 on 1 phone coaching. Since the introduction of the L&D department we have had further training courses which have helped me at my desk and also made me think about interactions in my personal life! We are really looked after here and, even though I have been part of the team for nearly 2 years, I know the training will continue.”


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