CVS Health taps new sources of talent
CVS Health is working to find talent that others may be overlooking, according to David Casey, vice president of workforce strategies and chief diversity officer at the Woonsocket, R.I.-based company.
“To support growth at CVS Health, we focus on attracting and equipping diverse talent for careers within all parts of our company, including the pharmacy,” Casey said. “We have an entire team of colleagues dedicated to ensuring that youth, mature workers, veterans and individuals with disabilities have a place within the organization.”
For example, CVS Health has a workforce development program called Abilities in Abundance that provides skill development programs, job training and placement opportunities for individuals with disabilities, Casey explained. CVS Health, he said, helps these individuals find career opportunities as pharmacy technicians or front-of-store workers, for example. Another recruiting and retention strategy CVS Health uses is its mock pharmacy programs, which are located in high schools, rehabilitation centers and employ-ment training centers across the country. These programs teach potential workers, who may have what Casey described as “untraditional backgrounds” and job skills such as
customer service, stocking shelves and answering telephones.
“Through our partnerships, we are able to find strong candidates who are often from untapped sources of talent, and are committed to learning the skills necessary to grow their careers with our company,” he said.
“To support growth at CVS Health, we focus on attracting and equipping diverse talent for careers within all parts of our company, including the pharmacy,” Casey said. “We have an entire team of colleagues dedicated to ensuring that youth, mature workers, veterans and individuals with disabilities have a place within the organization.”
For example, CVS Health has a workforce development program called Abilities in Abundance that provides skill development programs, job training and placement opportunities for individuals with disabilities, Casey explained. CVS Health, he said, helps these individuals find career opportunities as pharmacy technicians or front-of-store workers, for example. Another recruiting and retention strategy CVS Health uses is its mock pharmacy programs, which are located in high schools, rehabilitation centers and employ-ment training centers across the country. These programs teach potential workers, who may have what Casey described as “untraditional backgrounds” and job skills such as
customer service, stocking shelves and answering telephones.
“Through our partnerships, we are able to find strong candidates who are often from untapped sources of talent, and are committed to learning the skills necessary to grow their careers with our company,” he said.