RDT, a leading insurance technology firm, is focussing its resources into harnessing the potential of Gen Z to build a dynamic and future-proof workforce. Speaking at the Open University’s “Elevate Equity – Harnessing Young Talent” conference on 22 May, Fiona Mason, Chief HR Officer at RDT, shared some key insights into the strategies the company has applied in recruiting and retaining young software engineering talent.
For the last few years one of the big concerns across the industry is attracting new talent. Many younger people see insurance and insurtech as being a bit dull compared to other sectors, or prefer the stability offered by a public sector or NGO career. But insurtech does offer tremendous potential as AI, automated systems and layered data analytics transform insurance. Here’s the word;
Embracing Change and Potential
“RDT doesn’t hire people into our software engineering team with specific pre-existing technology skills. We haven’t done so for more than three years. Our mantra is ‘hire for potential, train for skills’,” said Mason.
This forward-thinking approach has led RDT to exclusively recruit graduates and apprentices, eschewing the traditional model of hiring experienced software engineers and thereby reducing costs. By focusing on the innate potential and cultural fit of their candidates, RDT has created a robust pipeline of young talent who are eager to learn and grow within the company.
Also speaking on the panel at the OU event was Joe Porter who from a work experience placement during his ‘A’ Levels came to RDT as an Apprentice and is now managing and developing his own team of trainees as Lead Software Engineer. Joe is an excellent example of how RDT recruits and can retain talent through their innovative approach.
Beyond Exam Results
RDT’s recruitment philosophy places minimal emphasis on traditional educational metrics like exam results. “Many young people struggle with confidence if they don’t excel in traditional education settings,” Mason explained. “Grades aren’t important to us. We focus on skills and potential.”
This inclusive approach allows RDT to identify and nurture talent that might otherwise be overlooked. By providing opportunities based on ability and aptitude rather than academic performance, RDT ensures a diverse and innovative workforce.
Engaging Early with Schools
To help identify potential hires, RDT actively engages with partner schools to establish pipelines that are nurtured over years. Instead of traditional assessments, RDT employs interactive, skills-based games and competitions. This method not only attracts students but also ensures they gain valuable experiences, regardless of whether they receive an offer.
“We refute the notion of traditional assessments,” Mason emphasised. “Our practical and fun approach makes the recruitment process an experience in itself, something students can draw on in the future.”
RDT’s places a strong emphasis on continuous training and skill development, ensuring that graduates and school leavers are equipped with a wide range of skills and are promoted into roles where their talents can flourish.
“Our focus is on getting the right people who can thrive in the ever-changing culture of our company,” Mason stated. “By investing in their growth, we retain top talent and drive innovation within the industry.”
RDT’s innovative approach to recruiting and retaining talent demonstrates the company’s commitment to nurturing potential and fostering a culture of continuous learning and development. By prioritizing skills over grades and creating engaging recruitment experiences, RDT sets a new standard in the insurance tech industry for attracting and retaining the next generation of software engineers.
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