#Gedeon be focused review software#

Inherently, retention is a complex process, but that is further exacerbated with younger generations of talent who bring exceptional skills and motivation, are seeking to make a tangible impact, have unbounded access to opportunities in today’s talent market, and have far less geographical mobility limitations than previous generations. Two other critical pillars of focus are retention and upskilling. A common challenge across the industry is the high turnover rates for new graduates. We like to think of acquisition as just the beginning of our journey when it comes to our new graduate program. Additionally, each graduate is paired with a number of manager and director mentors who help to guide and support their interests and skills in an all-rounded way. There are more than 100 rotational options to choose from, spanning five cutting-edge technology areas.

#Gedeon be focused review software#

In return, we provide the industry’s best graduate rotational program to our incoming team members: one of the top differentiators between our programs and others in the industry is that we equip our new graduates to dive right into real-life and meaningful projects from day one! This could span everything from building the best networks to leading-edge software platforms to hyperscale cloud-native architectures to advanced data science capabilities. Our guiding principle is simple – to bring the brightest and best technical minds onboard, in support of our mission of delivering winning outcomes for our customers and the Canadian economy at large. TELUS, like our global peers in the technology space, grapples with the ever-evolving technology talent landscape. The Graduate Technology Leadership Program (GTLP) is a key pillar of TELUS’ strategy to acquire the top caliber of technical talent that can push forward innovation, introduce fresh approaches, and power our digital strategy for years to come. Only by being and building futurists will we rise above the talent predicamentĬomputer scientist Alan Kay famously said, “the only way you can predict the future is to build it.” At TELUS, we have cast our vision well into the horizon when it comes to talent strategy, looking to build our pipeline for the future via our new graduate recruitment program, which has been a success for close to three decades now, having nurtured and developed hundreds of young engineers and technologists into cutting-edge technical, leadership, and executive roles. TELUS, like many other companies, accelerated years’ worth of digital transformation in a matter of months or weeks, and this rate of transformation is here to stay. These combinatorial forces are spawning the need for innovative talent strategies, including breakthrough approaches in talent acquisition, engagement, upskilling and retention. To layer on top of that, the COVID-19 pandemic has served as a widespread call-to-action, highlighting the criticality of mass digitization and agile innovation as we watched (and became) organizations that had to rapidly pivot to be able to deliver essential connectivity, healthcare, education, remote work capabilities and more. Ibrahim Gedeon, chief technology officer of TELUS, discussed with Telecom Review about their new graduate program that enables future-proofing technology talent pools while nurturing the innovators of the future.Ĭompanies’ business and digital strategies continue to advance at an unprecedented scale and rate due to a multitude of converging forces, including software and cloud-based disruption, the ubiquity of analytics and the data-driven economy, and next-level process automation and virtualization.