JP Morgan Chase Is Creating Opportunities for Students and the Differently Abled

Creating new opportunities and giving your company the best chance of finding the best talent should be a top priority for all human resources operations.

Sometimes this involves reconsidering the way you approach certain demographics. The recruitment strategies which worked well in one era may not perform so well in another. New generations of people come with different life experiences, ethical frameworks, and expectations of the companies they consider working for, and HR teams must adapt accordingly.

Similarly, there is a much larger focus on equality now than there was even a few years ago. This means recruiters should also be looking for new ways to level the playing field for traditionally underrepresented demographics.

As one of the biggest players in the world of finance, JP Morgan Chase understands these factors and has recently been working to address both concerns.

Campus Recruitment

The race to recruit the best talent straight out of the nation's universities and colleges has become steadily more intense over the last few years. Top companies are searching for new ways to get ahead of the game and leverage the emerging talent rising from our best educational institutions.

"We strive to make JPMorgan Chase the best place to work and create a culture that promotes the well-being of all our employees," said JP Morgan Chase in a press release. "This philosophy extends across all of our businesses and from senior management to our summer interns. For the campus recruiting function, we must value students the way we do our employees if we want to achieve our mission - attracting the best and most diverse talent to our organization."

Up until recently, JP Morgan Chase has been recruiting, interviewing, and extending early offers to students still in their sophomore years - with a view to taking them on the following year after they graduate.

However, the financial giant has recently accepted that this may not be the best approach for the students. It creates additional pressure which could potentially distract them from their studies and prevent them from performing at their optimum level. Compounding this, the drive to recruit at such an early stage can also disrupt the important social and life skill development which comes from being a college student.

JP Morgan Chase's new philosophy is to provide students with information about the various opportunities which may be available to them at the company but to avoid any high-pressure recruitment situations. This gives students the space to enjoy the college experience while considering career paths in their own time.

"The National Association of Colleges and Employers (NACE) encourages all industries to ensure that students have time to explore their options," says Chase. "Allowing this time accomplishes two key goals. It will make sure students don't feel undue pressure to accept offers that may not align with their long-term goals. And it will keep the excitement in the recruitment process and make the career discovery journey more educational, and less stressful."

Equality and Diversity

Not content with changing the way it recruits potential new talent from colleges and universities, JP Morgan Chase is also creating new opportunities for the differently abled.

JP Morgan India has just implemented a new intensive training program which aims to train people with a range of physical disabilities in the art of software coding. The Tech Connect course lasts for 13 weeks and uses Java to help people with minimal coding experience become software engineers. The program has recruited participants with hearing, visual, and mobility disabilities and has been specifically designed to meet the individual needs of these demographics.

"We chose this cohort since this is an under-represented population in India with little access to assisted technology, educational tools and the like. STEM education for persons with physical disabilities in the country usually suffers because of this," said Head of Human Resources for the Global Services Centre at JP Morgan India, Gaurav Ahluwalia. "Through this pilot, we want to try and provide an alternative talent pipeline for our global technology business."

The candidates were recruited from local NGOs in Bengaluru. In particular, they were recruited from the Win-Vinaya Foundation, which works in collaboration with the NASSCOM Foundation, an organization with a mission to improve equal recruitment opportunities for STEM careers.

Final Thoughts

It's important for companies to meet new talent "where they are" and always consider the wider societal implications of their recruitment efforts. Whether it's adopting a more hands-off approach to student recruitment or ensuring opportunities are created for diverse groups of people, JP Morgan Chase seems to be making all the right moves in this area.

You can hear JP Morgan Chase's Head of Talent Management & Diversity, Pamela Lipp-Hendricks, speak at HR Financial Services 2019, taking place this October at the Rancho Bernardo Inn, San Diego, CA.

Download the agenda today for more information and insights.

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