Ferrovial - Annual Report 2012

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Human Capital

Ferrovial, a company to follow

In 2012 Ferrovial has positioned itself as one the most notable companies in Human Resource management. It was awarded the annual Top Employers certification by the CRF Institute for the second year running.

The Top Employers certification proves that the company has implemented policies and processes that guarantee the attraction and retention of the best talent, while promoting a good work environment. The CRF Institute grants the certification following a four-step objective study: identification of the best employers in the country; a questionnaire on practices to be completed by the company; a review and additional external audit of the answers; and finally, a rating and selection of the companies deserving certification.

The company's subsidiaries are also benchmarks in the markets in which they operate: Amey, for example, has received the Investors in People Gold accreditation. This accreditation is an independent standard that recognizes good practices in Human Resources in the United Kingdom. Investors in People analyzes and measures the effectiveness of a company's different people management actions. It interviews more than 300 employees to collect information to determine whether the company's Human Resource policy is the best one to achieve the desired results.

The company uses the conclusions and recommendations of these certifications with the sole aim of continuing to improve for the future. In its concern that future employees to find the company an excellent place to work, Ferrovial has given new hires a variety of opinion surveys over the last five years. The company has used the information collected from a questionnaire to draft a report highlighting the main reasons for accepting a job at Ferrovial. In order of importance, the reasons given are as follows:

  1. Professional development
  2. Company prestige
  3. Job description

 

The sample has the following characteristics: mainly employees aged 25-30 (48%), with less than 3 years of work experience before joining (52%) and with a technical degree (51%).

In April, Ferrovial extended its presence in the social media by incorporating tools designed to capture talent. This was done in two ways: by posting job offers on these networks, for which it received more than 15,500 applications; and by offering all the selection managers a new tool to search for talent all over the world.

This initiative is especially relevant in markets in which Ferrovial is clearly committed to growth, such as the U.S. and the UK, as well as in new markets such as Brazil. It gives the company the opportunity to look for talent in these countries, as well as for professionals and experts in the local labor market. The human resources selection staff have viewed 3,400 profiles in just over six months.

Since Ferrovial joined this network in April, its popularity has increased by 110%, with 12,000 followers and around 1,000 searches. This year, 4,205 job offers were published through a variety of media and channels, and more than 251,013 applications were received.

Ferrovial was present in various national and international employment forums in 2012. All the companies making up Ferrovial have the responsibility of contributing to the generation of employment among the young. All the divisions and subsidiaries include initiatives linked to the hiring, development and training of new talent.

  • BEST-UPM Forum
  • Induforum
  • E Forum Valencia
  • Nebrija University Forum
  • Barcelona Chemistry Faculty Forum
  • University of Murcia Forum
  • IE
  • 3U (Politécnica, Complutense and UNED)
  • Employment Forum
  • Comillas
+ 12,000
Followers
63
Offers Published
979
Searches

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  • Dow Jones Sustainabiliy Indexes
  • LBG Spain
  • The Global Compact
  • FTSE4Good
  • Carbon disclosure project
  • Corporate Responsibility Prime. Rated by oekom research

This is an electronic version of the 2012 Annual Report prepared by Ferrovial, S.A. for its stakeholders, which aims to be complete and accurate. The contents of this version can be checked by referring to the print version. A copy of the print version in PDF format is available to download on this web page