114 |2020 Sustainability Report |Committed to people Selecting and attracting talent 8.5 Goal 1,356 joined 4 Strategic line poe ple the company In 2020, 1,356 people joined the company (1,709 in new information registration platform, Share Point 365, 2019) as part of the activity in Spain and internationally.where all of Aqualia's selection processes are registered. During this period, Aqualia worked on improving Those involved in personnel selection processes were personnelselection procedures, both in Spain and given training on how to improve the way they publish internationally, through two channels: The modification vacancies and shortlist candidates. of mandatory documents and formats to guarantee homogeneity and equality, and the implementation of a With regard to attracting young talent, the following actions taken deserve special mention: The renewal of all Signing new agreements The inclusion of five Signing a pilot agreement agreements with with other schools, student interns at the with an Occupational universities with which universities and vocational La Paloma Institute in Training Centre in Gijón Aqualia collaborates that training centres in Madrid for the 2019-2020 (Asturias), under which required approval for new different communities Higher Degree in Water an Erasmus student from periods of validity. (Francisco de Vitoria Management course and Slovakia will work for University, IES, Erasmus the Intermediate Degree in a month at the Oviedo Project-Internships in Water Treatment Networks Laboratory. companies). and Stations course as part of the Dual Professional Development promoted by Canal de Isabel II. Bestpractices Finally,it should be pointed out that since 2017 there has been a General Protocol for the Design, Aqualia supported the Sondersland young talent Implementation and Valuation of an Anonymous festival that virtually brought together thousands Curriculum Vitae Project for the selection of of young people from all over the world so that personnel, signed with the FCC Group. The aim of they could discover the most significant trends this protocol is to establish a general framework for that would shape their working with the State Secretariat for Social Services careers, at a decisive time and Equality to promote the implementation of for a generation that has depersonalised recruitment processes with regard to seen its future become the managerial group so as to avoid possible gender more uncertain due to the COVID-19 pandemic. biases in staff selection processes and, where Aqualia participated applicable, employee pooton. with the presentation of "Water, not magic". This underlined that the vocation for service of all professionals in water management makes the day-to-day life of citizens much more comfortable.