Young talent is the lifeblood of the media industry, but over the past few years it’s an area that has arguably been neglected. In response to this, we’ve launched ‘Thrive’ – a talent-first recruitment initiative for school leavers, graduates or career changers aged 18+.
There is no prerequisite for experience or in-depth knowledge of the media industry. Instead, ‘Thrive’ focuses on a talent-first approach that prioritises potential, ambition and passion. This will help our scheme truly build a more inclusive and representative cohort of potential entry-level candidates – those diverse thinkers with the skills that are critical to the success of this ever-evolving industry.
To kickstart the new scheme, we’ve partnered with schools and learning programmes, including Global Academy, UTC Media City, Brixton Finishing School, and WYK Digital. The goal is to build the perception that a career in media is for both left and right brained individuals. We’ll will host in-person and online sessions with potential candidates to showcase the opportunities it holds for the mathematical geniuses and data scientists, as well as those with copywriting and project management prowess. Working collaboratively with all partners, we will handpick candidates that demonstrate ambition, motivation and passion for the opportunities available.
The recruitment process will conclude on 28th June with an ‘immersion day’ that has been created, and will be facilitated with the necessary accommodations to ensure diverse thinkers can really shine . From this, approximately twenty five ‘New to Media’ candidates will be selected to join the Summer 2023 cohort across Wavemaker’s London and Manchester offices. They will be provided with a ‘Thrive Track’ of their choice – either media, data, digital, or project management.
Retention is as pivotal to the ‘Thrive’ scheme as recruitment, and as such, joiners will receive a structured induction programme packed with insights and community-building activities. This will allow our new talent to immerse themselves into the agency experience and organically grow their expertise to unlock their full potential at Wavemaker.
Management will play a significant role in ensuring joiners have the necessary care, support and motivation. As a result, as well as the help of assigned Wavemaker specialists within their ‘Thrive Track’, we will be appointing an ‘Early Talent Development Manager’. This newly-created position will be tasked with providing an additional layer of support.
Through its focus on attracting inclusive talent and supporting a resilient workforce, ‘Thrive’ aligns with Josh Krichefski, CEO EMEA & UK at GroupM and IPA President’s ‘People First’ agenda of ‘Opening Eyes; Opening Hearts; and Opening Minds’.
Katie Lee, Chief Operating Officer, Wavemaker UK, said: “Growing our talent is a key focus for us this year whether that’s next generation leadership development or entry-level talent.
This is so much more than a short-term talent acquisition project.
We are looking at a long-term approach with a few key partners that enables us to identify, train and work alongside talent to help them navigate the world of media, but also to give our clients access to a diverse group of thinkers. ‘Thrive’ is our first step in rewiring how we bring people into this agency and how we look after them.
I believe this scheme will help us build the best talent pipeline in the industry.
Most importantly, reaching and welcoming talent from all backgrounds and continuing to build our culture of belonging and inclusion.”
Kemi Oduniyi, Talent Development Partner, Wavemaker UK, added: “Organisations need to embrace more diverse and inclusive approaches to hiring talent.
Challenging bias towards background, qualification and experience and hiring on motivation and attitude will help unlock greater workplace talent and diversity.
‘Thrive’ is a long-term project. Our ambition will take time, but we’re already working on expanding our partnerships, exploring new opportunities to market Wavemaker to talent and auditing our business to continually improve the set-up for all candidates. This is truly just the start.”