From Quni to Recruiting: Laura shares her QMobility story
There comes a time in a person’s career when their current job and their long term ambitions no longer complement each other. It often leaves an individual at a crossroads where a desire to stay with a company clashes with a lack of access to jobs that further their career, or where a company’s thought processes about career progression inhibit that person from staying. And while there is perhaps no company that can design an employee experience that prevents the loss of incredibly talented people at every step, creating the space and direction for internal talent growth presents an opportunity for a person to maximize their impact and their growth potential where they are.
However, internal mobility opens a variety of concerns within teams, including talent gaps, diversifying and developing culture, and transition times. Balancing the absolute need to develop the talented people in a team with the inevitable impacts of an internal move means that internal mobility shouldn’t be a casual act. It is an opportunity for the development of a program that keeps employee experience at its heart. Enter Q-Mobility; the custom-designed internal mobility program meant to enable Qualtricians in their efforts to pursue fully-realized career paths. We’ve reached out to some of the Q-Mobility participants to ask them to share about their experience. Introducing Laura and her story of “Why Qualtrics: Q-Mobility Edition.”
How long have you been with Qualtrics?
I’ve been here 2 years, and I started as a Product Specialist, in QUni (Qualtrics University).
How many roles have you held in total during your time with Qualtrics?
2 (and a half!)
Can you tell us the story of what inspired your most significant career move at Qualtrics?
I started off in QUni, where the aim of the programme is to eventually go somewhere else in the business. I've always been passionate about people, so recruitment seemed like the most natural path as I would be able to interact with lots of people on a daily basis.
I had been speaking with one of the recruiters pretty much since I started about moving to the recruitment team after QUni. He showed me the impact that I could have early on in my career which was a huge motivation for wanting to join the team. I would be able to help people get jobs, while also getting exposure to executive stakeholders.
Can you list the top 3 skills that helped you succeed in making the change to your new role
3: Stakeholder Management
Tell us about the biggest surprise and/or learning curve in your new role so far
The biggest surprise has been my tour of duty in Enablement! With the current COVID-19 situation some of the recruitment team were "loaned" out to other teams in Qualtrics who needed an extra hand. I certainly never saw it coming but it has been an eye-opener in terms of what other teams in Q do. I've learned so much in the last three months and I've gained invaluable knowledge about the sales process and creating learning programmes.
The biggest learning curve as a recruitment coordinator was having to own the Hiring Committee process. We have an incredibly high hiring bar here at Q and so much effort goes into making sure we hire the best people for our rocketship. Being part of that was amazing and it was so rewarding to follow a candidate from their first interview to their first day!
Based on your own experience, what advice would you give around career development at Qualtrics?
Do as much as you can! There are so many opportunities for both personal and career development at Qualtrics so take advantage of as many of them as you possibly can.
|Laura is an alumnus of Maynooth University and the University of East London, and started her career at Qualtrics.|
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