Francesca Campalani & Gurpal Minhas

DISCOVER

WHAT MATTERS

THE LLOYDS BANKING

GROUP'S EARLY TALENT

STRATEGY - RECRUITMENT

THROUGH TALENT

MANAGEMENT

The Vision

2

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?

What is Your Strategy based on?

6

Identity based

Talent is the Key

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

Our Key Career Paths

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

Our Journey

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

Even Brand was based on Identity 15

Everybody

Change

Individual

Order

Society

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

22

An Overview of the Process

STAGE 1a: STAGE 1b: STAGE 2: STAGE 3:

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

Questions?

29

Our Materials

The Brochure

The Web Site

The Hubs

The

Profiles