NEWS
Senwes
graduates
2018
Graduate
programme
sowing seeds of knowledge
The Senwes graduate programme is an excellent example of the company’s efforts to
grow its own timber.
By Kefiloe Manthata
B
y employing young graduates, supporting their
growth and teaching them new skills while polishing
their existing ones, the programme is designed to
shape newly acquired talent into the kind of employ-
ees that will be able to carry out the company’s vision. Over a
period of twelve months, focus is placed on identifying each
individual’s talents and strengths and ultimately shaping them
into employees that will positively contribute to the growth of the
company. “We invest in high potential talent; people we believe
can take the business forward,” says NW Smit, Manager: Talent
and Organisational Development at Senwes.
Potential candidates go through a rigorous process designed
to identify the best individuals with the highest success potential.
A shortlist of potential candidates is compiled out of hundreds
of applications based on predetermined focus areas, who then
undergo a competency-based interview followed by psychome
tric testing. This ensures that high potential candidates are selec
ted for the programme.
Through the programme, new talent is afforded the chance
to drink from the existing well of knowledge within the company
through the more experienced employees and adopt the cul-
ture of professionalism and productivity that will in turn make
them capable, competitive employees in their respective fields.
“The main aim is to ensure that all the graduates receive suffi-
cient training and exposure in their specialised fields.” added
Smit. To avoid a talent shortfall within the organisation, Senwes
adopts a method of employing graduates in departments where
there is a need for them and there is possible potential for them
to thrive and grow within the company beyond the twelve-month
duration of the program.
Mentorship plays a huge role in the training of graduates.
“It is important that when we get graduates, we invest in their
growth and partner them up with mentors who can teach them spe-
cialised skills and help them in their development. By transferring
specialised knowledge and skills from experienced employees to
graduates, a succession pipeline is created to anchor a new gen-
eration that will take Senwes into the future.
SENWES SCENARIO | WINTER 2018
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