Case Study

Building a Workforce for the Future with Virgin Media O2

Background

As the UK’s largest mobile and broadband networking provider, Virgin Media O2 want to create an inclusive, skilled workforce that represents their customer base and has the skills needed for the future. Their Early Talent strategy helps them to achieve that goal, by allowing access to a diverse talent pool.

The programme is focused on people’s potential rather than experience or who they know and they provide the skills, training and mentoring to help unlock potential. They have 54 industry-leading programmes providing thousands of learners with skills of the future.

Virgin Media O2 Objectives

Identify

business critical and failure skill sets

Attract,

select, develop, engage diverse talent

Level

the playing field for underrepresented groups

Provide

an amazing candidate experience

The Solution

Building on the success of the past couple of years, Virgin Media O2 wanted to raise the bar even higher. We have supported them to continually improve their approach to attraction, assessment and candidate engagement and achieve outstanding results against their original objectives.

Attraction

We helped Virgin Media O2 to build their attraction strategy with a strong focus on digital engagement. In terms of university engagement, a scoring matrix, using 15 data points, helps define the target list with a heavy weighting toward diversity and previous successful hiring. We also support Virgin Media O2 in their school’s outreach by creating innovative digital tools.

Assessment

To ensure they are removing barriers for candidates Virgin Media O2 do not ask for CV’s and keep entry requirements to the minimum. After a short application form, candidates complete an immersive video based SJT. This is followed by a video interview for graduates and interns which assesses motivation and potential and features current graduates. For apprentices, they host a telephone interview as they need a more human centric approach. Before interviews take place candidates receive support calls, emails and have the opportunity to practice. If successful in reaching the virtual assessment centre further advice and support is provided.

Keep Warm and On-Boarding

In addition to all the support throughout the process, to keep in touch post offer Virgin Media O2 have a keep warm strategy to ensure candidates stay engaged. They send out regular digital engagements and pre-joining all graduates and interns are invited to their annual summer event. Apprentices also have the opportunity to meet and network with their peers and stakeholders before joining.

Impact

Innovative digital engagement tools were used by over

12K+ students

Industry leading NPS score

of +64

35% offers made to candidates from

underrepresented ethnic groups

44% offers made to

female candidates

Demand for graduates and apprentices

increased by 163%

15% offers made to candidates

with a disability

What the client had to say...

“Through close collaboration and partnership with Amberjack we have been able to use best practice assessment tools and provide graduate, intern and apprentice candidates a more streamlined recruitment process. By doing so, we’ve been rewarded with higher quality and more engaged candidates.”

Head of Future Careers, Virgin Media O2