Date post: | 14-Apr-2017 |
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Recruiting & HR |
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Francesca Campalani & Gurpal Minhas
DISCOVER
WHAT MATTERS
THE LLOYDS BANKING
GROUP'S EARLY TALENT
STRATEGY - RECRUITMENT
THROUGH TALENT
MANAGEMENT
The Youth Employer Brand
“Your future’s not set in stone. The road ahead
is not a one-way street. This is a time of
horizons, decisions, even dreams. There’s a lot
to explore. Don’t just ask yourself what do I
want to do? Ask WHO do I want to be?”
For Emerging Talent we created “Discover What Matters”.
The Youth Employer Brand is focused on revealing Lloyds as a workplace where individuality and personality
are key factors for growth and considered as strengths. All Lloyds’ staff have different personalities and
interests which are embraced, and they have many opportunities to try different things and take diverse paths
throughout their careers.
Our Vision is to support young people to reach their potential by transforming careers guidance and
education, helping them to discover what matters to them and to inspire them regardless of their background
or vocation.
Lloyds Banking Group has an inherent spirit of diversity and inclusion in its workplace, embracing the
open-minded community, positive energy, and innovative mind-set which is often unpublicised but ultimately
actively present.
With the YOU MAKE US DIFFERENT campaign, we want to relate this message of freedom and inclusivity:
the social support, the adaptability, and the flexibility to grow, are all already a part of our culture.
The LBG people are curious and ambitious, we have the will to break
taboos, labels, and perceptions, and we welcome all opinions
and backgrounds.
Every one of our staff members matters and they impact on
the company’s growth. It’s these people and qualities that
make us different. And we are proud of it. It’s what we
want to celebrate and express to students, by asking
them to tell us…
The Youth Employer Brand
“Your future’s not set in stone. The road ahead
is not a one-way street. This is a time of
horizons, decisions, even dreams. There’s a lot
to explore. Don’t just ask yourself what do I
want to do? Ask WHO do I want to be?”
“Discover What Matters” is an Identity based Talent Strategy
Young people reaching their potential means happy talent
A diverse talent base brings smartness
An Identity Based Strategy
“Your future’s not set in stone.
The road ahead is not a one-way street.
This is a time of horizons, decisions, even dreams.
There’s a lot to explore.
Don’t just ask yourself what do I want to do?
Ask WHO do I want to be?”
How do I think How do I relate
Who am I? What is my purpose? Where is the
Meaning?
Career Paths
not Jobs New 3 year IT Degree for
Apprenticeship starts in
October at Manchester
Met University
Of all our apprentices
would recommend an
apprenticeship at LBG
(the only RMP Employer
to achieve this)
Apprentice
Employer
2014 & 2015
Our youngest
apprentices is
16, our oldest
is 58 years
‘Rate My
Apprentices’
survey
Engaged
than
UK norm
Jobs a year
for
Apprentices
Higher Level
Apprentices
programme
Apprentices
Programmes
Jobs a year
for UNI
Students
Grads and
Interns
Programmes
Job Families
& Career
Paths
Young people
yearly
impacted
What is Talent? 10
An Individual doing what they love and can do
in congruency with the company culture
doing the jobs that the company really needs
in good harmony with similar and diverse people
IDE
NT
ITY
What is Talent for you?
For your Company?
What makes your people, your people?
What is the difference that makes the difference?
11
Bank in the world, and
3rd firm overall, to use a Balance
Scorecard approach for selection
(strengths + cognitive abilities +
motivation + academic results)
2014
2015
- eliminated for interns
with £££ savings whilst increasing
conversion rate to Grads’ offers
‘ ’
Candidates and Line
Managers agree that
LBG stands out as
innovative
Line Mangers
agree that quality
of hires has
improved
Grads and Apprentices
agree that they have
developed their ability
to put themselves into
the customers’ shoes
Interns
converted to
Grads
Conversion
rate at IL
Diversity for
Interns
Diversity for
Graduates
Average
increase in
demand
Selection
process time
Time to Hire
Our Journey
2014
2015
- eliminated for interns
with £££ savings whilst increasing
conversion rate to Grads’ offers
‘ ’
Identity first
2014
2015
- eliminated for interns
with £££ savings whilst increasing
conversion rate to Grads’ offers
‘ ’
Joy is linked with Identity & Meaning
An Integrate Talent Approach building DNA from the Core
17
Performance
Do it well
Energy
Feel Good doing it
(enjoy)
Use
Doing it frequently
(comes naturally)
1 2
3
4
Let’s reflect on Strengths: the setbacks of Competencies
18
‘Can do’ does not equal ‘high
performance’
‘Has done’ does not mean you want to do it
in the future
No measure of energy/enjoyment
Over-prepared candidates with highly
rehearsed answers
Draining for assessors with little insight into
true preferences
An undifferentiated candidate experience
The Journey to Strengths 19
RAW COGNITIVE ABILITY
RETAINED KNOWLEDGE (TECHNICAL)
COMPETENCIES STRENGTHS
A strength is something you do well, and enjoy doing
A natural evolution from competencies The combination of capability and energy leads to peak performance
Benefits for Candidates 20
Not reliant
on past
work
experience
Greater
engagement
Enhanced
candidate
experience
A level
playing field
Benefits for LBG 21
Enhanced
quality of
hire
Increased
diversity
Stand out
from the
crowd
Numerous
performance
related
benefits
Our Journey
2014
2015
eliminated for interns with £££ savings whilst
increasing conversion rate to Grads’ offers
‘ ’
Our Journey
2014
2015
- eliminated for interns
with £££ savings whilst increasing
conversion rate to Grads’ offers
‘ ’
Our Journey
2014
2015
- eliminated for interns
with £££ savings whilst increasing
conversion rate to Grads’ offers
‘ ’
Our Journey
2014
2015
- eliminated for interns
with £££ savings whilst increasing
conversion rate to Grads’ offers
‘ ’
Few Results
Conversion rate
at IL
Selection
process time Time to Hire
Interns
converted to
Grads saving
£££
Diversity for
Interns
Engagement &
Performance
28
Bank in the world,
and 3rd firm overall, to use a
Balance Scorecard approach for selection
• Strengths
• Cognitive abilities
• Motivation
• Academic results