Keeping in mind the importance of the statement, ‘Empowered by People’, what steps do you take within your own organisation to ensure you are creating a diverse team and inclusive workplace?

Broadwing Recruitment makes sure that there are no discriminatory practices and procedures in recruitment and selection. Specifically, we base our recruitment and selection of employees on job analysis, data, and structured interviews, as well as use statistical ways of decision-making.

Furthermore, we offer all our employees professional development and training, together with promotions and rewards. We continue to grow our diversity, equality, and inclusion by encouraging communication and corporation between employees, teamwork, and individual participation. Overall, we try to represent all our employees’ perspectives.

The cross-pollination of ideas is a must and although we’re experiencing notable growth, our team is small enough that everyone has a voice and input on everything, even if it’s not part of their core responsibility or strength. Historically, as companies grow, they lose the diversity of ideas, fresh perspectives and innovation that can come from transparent communication, so for us, it’s important that encouraging a collaborative environment remains engrained in our company culture.

We exercise transparency; thus, our employees have a clear understanding of the bigger picture, including all the costs, relevant financial information, threats, opportunities, future plans, and direction of the company. Our Annual General Meetings, give all the team members the opportunity to weigh in before decisions are taken and understand the company’s position better, as well as work together to improve performance.

Even when we don’t have all the answers, we encourage to share what we do know. If strategies are changing, we inform our team and be open about why. When challenges arise, we loop our employees in and let them help identify creative solutions. We ignite our creativity when it comes to internal processes and entrepreneurial methodology by questioning ‘the norm’ and constantly optimising our processes to ensure that we’re running at optimum efficiency, even if this means going against the grain and disrupting industry processes. Ultimately, transparency comes down to meaningful, regular communication.

Does your organisation have a diversity and inclusion policy?

Over the past five years, Broadwing has been committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. Our employees are the most valuable asset we have. Therefore, our diversity and inclusion in our work environment play a significant part in not only our culture but also, our reputation and the company’s achievement.

We embrace and encourage our employees’ differences in age, colour, disability, ethnicity, family or marital status, gender identity, language, national origin, physical and mental ability, political views, race, religion, sexual orientation, socio-economic status, and other characteristics that make our employees and our culture unique.

“Earlier this year we were proud to travel as a team, to the Netherlands and witness Ms. Katerina Janet Daley, our Recruitment Coordinator mark yet another success story! A huge congratulations on her MSc in Human Resource Management from the University of Groningen. It’s moments like these that demonstrate how much further unitedly working together can take us.”
– Alan Cini, Managing Director, Broadwing LTD.

In addition, Broadwing employees have the responsibility to always treat others with respect. Any employee found to have exhibited any inappropriate conduct or behaviour against others may be subject to disciplinary action. Employees who believe they have been subjected to any kind of discrimination that conflicts with our company’s diversity policy and initiatives are always advised to seek assistance from a supervisor or an HR representative.

What are your main recruitment search practices? (LinkedIn search, the network of candidates, University open days etc.)

Implementing technology has never been more critical to success in the recruitment industry. More than just a luxury, agencies that don’t take advantage of technology are at a competitive disadvantage when it comes to delivering a top-tier candidate and client experience.

With an international recruitment model and a key focus on technology, success in recruitment is all about leads: knowing where the leads are coming from, where to find them, and how to keep them. When you have multiple recruitment consultants looking for leads, our team will be more likely to find ones that convert into a successful placement.

We know the mechanics required behind creating a robust tech and web infrastructure for recruitment. This is achieved through the combination of a leading global Recruitment CRM software, together with a cutting-edge website, a solid brand, effective marketing, and enthusiastic recruiters.

“With one of the most comprehensive candidate databases in Malta, we give employers access to a wide talent pool, locally and internationally.”
– Silvija Ciurlionyte, Team Leader, Broadwing LTD.

Broadwing has a large diverse pool of applicants from all over the world, which by means of technology and Artificial Intelligence helps recruiters during their candidate search to seek the right profile and match the skills and experiences with the job criteria and requirements.

Nonetheless, Broadwing’s recruiters also make use of LinkedIn Search Tools as an alternative approach to seeking potential candidates; this results in directly being in contact with job seekers which increases candidates’ confidence to ask more personal and relevant questions regarding job positions.

We are committed to providing an agile and effective service to our clients. Our network of service providers each brings their own expertise to the table, offering sound advice and the right connections to complement our recruitment search practices. Not to mention, that Broadwing’s affiliations offer reassurance to its stakeholders that all regulations and working practices are adhered to, in addition to maximising its exposure through frequent participation and often proud sponsorship of both local and international annual events and conferences.

How do you ensure that your recruitment search practices are attracting a wide variety of candidates?

Our values form the backbone of the company and guide us through every decision and step forward we take. Our team is built on trust, a strong spirit and a feeling of togetherness. We believe in sharing leads, software, marketing collateral, and other resources that can be challenging to acquire alone. These values are key to understanding the power of attracting a wider audience.

One of our most common methods in attracting a large pool of diverse candidates is social media. Broadwing uses social media to its fullest potential by promoting career positions across all platforms, creating approachable advertisements, while also encouraging team members to take it a step further and share each other’s online activity to achieve a wide variety of candidates with the highest level of engagement.

We have seen this help improve effective communication between team members and increase motivation as well as results.

“Our in-house tech team is constantly tweaking job descriptions, keywords and tags used within various search engines to optimise candidate search results.”
– Ben Pace Lehner, IT Director, Broadwing

With a number of affiliate sites, our very own job board, a repository of the latest and most relevant insight and news on anything human resources-related, and tools to help attract candidates to calculate an individual’s NET salary in Malta, Broadwing has people and the community always at the heart of their endeavours, while also offering companies and candidates alike several ground-breaking and vital services including Employer Branding and Marketing, HR Consultation, Payroll Services, Online Training Courses and even Relocation Packages.

Broadwing is a proud and valued member of many outstanding national organisations, to not only support the HR and Recruitment industry in Malta but to ensure that as a Recruitment Agency, we’re equipped to offer the very best service to our jobseekers and employers.

How do you predict job success and improve employee performance?

Broadwing remains committed to delivering ongoing professional and personal development opportunities, introducing a comprehensive training program aimed at fostering professional development and knowledge enhancement within its group. The first session, held during the first quarter of the year, received a positive response from the team.

By empowering our team members through continuous learning, we are dedicated to nurturing their skills and promoting a collaborative work environment. We are in a good position to predict job success and improve employee performance by utilising talent development assessments.

Last year we had the opportunity to conduct an internal PI Behavioural Assessment, providing a clear picture of how we work and how we can collaborate best with one another.

As a result, we grew a deeper understanding of our strengths and blind spots to inspire a high-performing team by simply understanding who is working with whom, increasing self-awareness, identifying areas for improvement, and building stronger relationships with one another.

Conclusion

Year-on-year, our ability to work collectively, demonstrate unwavering trustworthiness while prioritising inclusion, leadership, transparency, and integrity, as well as implement a culture-first environment that focuses on the empowerment and diversification of our employees, is a testament to the ever-growing and demanding employment sector.

Here’s to many more successful years ahead!
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