In today’s business environment, characterized by fierce competition for talent and constant concern about operating costs, companies are constantly looking for effective strategies to optimize their resources and stay ahead of the curve. In this context, an increasingly relevant, yet often underestimated, tactic is developing talent from the ground up. This strategy involves investing in the training of recent graduates rather than relying exclusively on outsourcing to fill specific vacancies or needs.
Investing in the training and growth of new talent offers multiple benefits; by training talent from the ground up, companies have the opportunity to build highly competent teams tailored to their specific needs, which can result in significant long-term savings. This approach not only strengthens the internal team and improves retention, but also helps develop skills as they align with the organization’s strategic objectives.
Economic Benefits of Training Talent from Recent Graduates
Reduced Hiring Costs
Hiring recent graduates and training them internally can be cheaper than recruiting experienced professionals.
Greater Flexibility and Adaptability
Recent graduates are often more willing to adapt to specific company culture and processes.
Tailored Skills Development
Training talent from the start allows companies to mold new employees to develop specific skills that align with business needs.
Outstanding Models in Young Talent Growth
- Accenture has developed the Accenture Consulting Analyst Program to train recent graduates early in their careers. This program provides intensive training in technical skills and consulting, and offers mentoring opportunities and real-world projects. As a result, recruiting costs have been reduced and the fit and contribution of new employees has improved.
- Cisco has launched the “Cisco Talent Bridge” to train recent graduates for specific roles within the company. The program combines advanced technical training with soft skills and promotes inclusion and diversity. This has enabled rapid integration of new employees and a reduction in operating costs.
- Microsoft has created the “Microsoft Academy for College Hires” to develop recent graduates in technology and leadership. It offers specialized training and rotations through different departments, which reduces recruitment costs and fosters innovation.
Our model: Xideral Academy
Xideral has implemented an innovative approach to train talent from scratch through our specialized academies. These academies allow us to define the specific profiles and requirements for each program, adapting the training to the specific needs of the market and the company. In addition to technical skills, our academies also focus on the development of crucial soft skills such as teamwork, effective communication and leadership.
Case Study: SAP Academies
A clear example of how investing in internal training can be beneficial is the case of the two SAP academies, FI and MM, which were held recently. Each academy lasted 4 weeks, with daily 4-hour sessions, and was delivered by SAP authorized trainers. Key details of this project include:
- Number of Participants: 11 in each academy.
- Duration: 4 weeks, 4 hours per day
- Trainers: Endorsed and authorized by SAP
- Exam Scheduling: Coordinated by Xideral
- Academy Profile: Defined by client
- Scholarship: $15,000.00 MXN
- Additional Training: Soft skills training
Participant Profiles
Participant profiles were oriented to recent graduates with technical inclination, good verbal and written communication skills, knowledge of Microsoft Office, preferably ERP knowledge. With bachelor’s degrees in:
Results obtained
The results of the academies highlight the positive impact of the internal training:
- Prior Knowledge: 77% of participants had no prior knowledge of the SAP platform before the academy.
- Certification: Nearly half of the participants achieved certification in the first rounds of exams. The rest will sit for the certification exam in the next month after gaining more experience.
- Skills Assessment:
- Communication: 75% of the participants were evaluated satisfactorily in communication skills, being described as participative, enthusiastic and collaborative.
- Leadership: 50% of the participants were evaluated satisfactorily in leadership skills. They showed proactivity and creativity, although with less evidence of consistent leadership compared to communication and teamwork.
- Teamwork: 65% of the participants were evaluated satisfactorily in teamwork skills. Most showed a collaborative and enthusiastic attitude, although there were some challenges in cohesion and coordination.
Impact and Benefits
Data reveals that 81% of participants were ultimately hired, demonstrating the effectiveness of internal training in filling key vacancies within the company. This approach not only saves costs associated with external recruitment and training, but also improves employee retention and overall productivity.
Significant Savings and Return on Investment
Speaking of costs, the savings generated by this strategy are remarkable. In-house training has resulted in a 42% cost reduction. As an example, hiring 10 junior employees in a specific technology would cost $7,488,000.00 MXN per year. In contrast, training them internally and then hiring them would represent an annual cost of $4,366,000.00 MXN, indicating a potential savings of $3,122,000.00 MXN. This savings reflects a significant return on investment, highlighting how developing talent from scratch can be a strategy that is not only effective in terms of quality, but also financially beneficial.
Developing talent from scratch is not only an investment in the future of employees, but also a smart strategy to improve efficiency and reduce operating costs. If you haven’t yet considered this strategy, now is the ideal time to do so – let us help you build a strong and capable team from the ground up! Contact us and find out how we can collaborate to achieve your goals.
Xideral Team