Looking inwards: How Bureau Veritas and our employees are benefiting from mobilisation

02/04/19



With more people making internal moves than ever before within Bureau Veritas, Resourcing Manager, Kate Bugler, looks at the growing opportunity for employees to fulfill their true potential through internal mobilisation.

There are many benefits of working for Bureau Veritas. For some it’s the international working opportunities, for others it might be the opportunity to work with major clients on complex, pioneering projects. Our continued success as a Top Employer encompasses all these reasons, but there is one particular benefit which is gaining traction; internal career opportunities.

For a company of this size, working across so many disciplines and sectors, it goes without saying that there will be opportunities for internal career moves – or internal mobilisation of employees. However, thanks to the support of the Resourcing team and proactive promotion of opportunities, there are an increasing number of examples where internal candidates have successfully moved to another business unit to further their own career.

What makes it possible? And what should an employee do if they think they might be suited to a different role? Here are a few brief answers to common questions.

What makes people move to a different function?

It all depends on the individual. Some will have a long-term career plan in mind, others might identify that their skills could be better suited to a different role. There’s no one-size-fits-all approach here and everybody’s motivation will be different.

For Emma Cartwright, our sector lead for food, it was about taking on a new challenge. She worked in operations roles, working closely with sales teams, before taking the leap to a commercial role in joining Bureau Veritas in 2017.

She said: “I wanted a new challenge and I knew a sales role would be just that as it was something new. But I believed that the existing relationships I had built within the industry would give me a good starting point and having been in the operational team I understood the challenges faced on that side also. I took the plunge and haven’t looked back since.”

How can employees find out about internal vacancies?

As a Resourcing team we’re constantly looking at how we can actively encourage mobilisation and one of the ways we’re doing this is by highlighting specific roles with potential options for internal mobility in a weekly email. This is a great way to gain visibility of live vacancies.

Alternatively, your path to a new career could begin with something as simple as a chat with colleagues. Ultimately this is about transferrable skills and if anybody sees potential in a member of another team, we encourage them to open a dialogue. If somebody in a Sales role, for example, works alongside somebody in an Operations role who shows good commercial understanding, that’s a great opportunity to discuss opportunities.

What support will I get from the business?

As an experienced in-house Resourcing team, we use our professional expertise to advise internal candidates based on factors such as skills, enjoyment and experience. We can set up informal conversations with line managers if necessary, guide employees through the internal recruitment process and talk openly about their aspirations and motivations to assess the suitability of specific roles. It might be that these conversations lead to a different career path.

Emma Dry is a good example of how the individual and the business have worked together to identify talent and mobilise as a result. She is now Head of Contract Performance after five years as a successful Key Account Director, where she not only grew her own accounts significantly, but helped to grow others too. These skills were recognised and she was offered this new position after a successful application process.  
 
She said: “The business was very supportive in identifying my strengths and this new role was discussed as part of my own career development. It gives me the opportunity to apply best practice and help support margin growth, not only in my own division but across other areas of the business too such as construction, H&S and certification.  
 
“I feel empowered that my employers have listened to and supported me, I get to work across a far greater scope of business units and, ultimately, my role will help to deliver growth for Bureau Veritas. It’s a win-win.”

What are the benefits of doing this internally?

There are benefits for both the candidate and for Bureau Veritas and a lot of it comes down to visibility.

For example, if you’re interested in a role within a different team, you will be able to gain far greater visibility than you would at another organisation. In some cases, you could even shape whether or not a change is the right move for you as part of a career development plan, taking the opportunity to speak with line managers and even shadow colleagues over time.

Don’t forget, you’re also more likely to be able to be offered a different role internally, where your qualities, transferrable skills and key competencies are already understood, than if you were to apply for a new position within a new organisation. And for that same reason, it’s a lower risk appointment for Bureau Veritas too. An internal candidate not have the experience of a specific role but if we know they are a good employee, it goes a long way.

Who can I speak to for more information?

You can view our current vacancies online at https://www.bureauveritas.co.uk/careers.  

Alternatively, whether you are already a Bureau Veritas employee or not, you can contact the Bureau Veritas Resourcing team at yourcareer@uk.bureauveritas.com

 

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Top 5 tips to support Internal Mobility

Thinking of pursuing a new avenue in your career? Here are five top tips to help maximise your chances of developing your career in a new role.

  1. Be proactive
  2. Observe/shadow others doing the role
  3. Make your intentions known
  4. Take note of your transferrable skills
  5. Monitor current vacancies

 

 

 

 

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