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Context: SQA identified a need for more development pathways for colleagues under 28 to ensure they feel valued and can build careers at SQA.
Approach: SQA revised and realigned their Young Talent Strategy for 2024-25 to create more inclusive recruitment and development practices.
Implementation:
- Revised recruitment training to provide valuable feedback for young colleagues’ development
- Secured commitment from hiring managers to recruit based on work activity experience rather than years in position
- Developed a Skills Matrix (a tool used to assess and track employees’ skills and competencies) for young talent to identify development opportunities
- Created Young Talent Career Development Mentoring Programme pairing young colleagues with experienced staff
Impact:
- Five new Modern Apprentices hired in August 2024 and six additional vacancies advertised in March 2025
- Six new Foundation Apprentices and five new Career Ready Interns in 2024
- Eight new Young Talent Career Development Mentoring partnerships
- 18 new members of the Young Talent Network
- Achieved Investors in Young People Gold accreditation
Key learning:
- Removing barriers based on years of experience opens opportunities for young talent
- Mentoring programmes create valuable knowledge transfer
- Recognition schemes validate and encourage continued improvement