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The Journey of a Lifetime – How we created Life Changing People by Fe White

Keeping up with our exciting growth and ensuring we hire the best of the best means we had to review, invest in and improve our resourcing and recruitment process in several different ways 

Managing our Hiring Process

Our first port of call was to design and roll out an applicant tracking system which would enable all applications to be made online, ensure that we could advertise our vacancies directly to job boards, be confident that we were responding appropriately to all applications and expressions of interest, arrange interviews and track the progress of our activity from start to finish.  This meant that we were able to offer an enhanced journey for our candidates and potential employees.

Our EVP

At the same time, we were aware that whilst we knew that Lifetime was a great place to work we needed to tell others about it.  Our starting point for this was to identify exactly what made Lifetime great.  So, who better to ask but our own people! 

Through a series of conversations, consultations and focus groups our people told us that ultimately, they loved working at Lifetime because they knew that what they were doing and how they were doing it was making a difference to people’s lives.  From this we created our Employer Value Proposition (EVP) – We are Life Changing People.

Our hiring process:

To ensure we provide the best candidate journey possible, we have made significant changes to how we recruit. Some of these changes include; the introduction of “Decoding DNA”, a 3 tiered selection process to ensure candidates align to our behaviours as well as skills and knowledge, “Excellence Interviewing” workshops for all hiring managers to ensure they have the ability and confidence to hire the best candidate for the role, and introduction of behavioural assessments to support hiring decisions.

Our Employer Brand

An employer brand is defined as ‘The process of promoting a company, or an organisation, as the employer of choice to a desired target group, one which a company needs and wants to recruit and retain

For Lifetime this meant integrating our EVP in to all our recruitment activity, sending out the message about what makes Lifetime unique and a great place to work.  Everything from how we wrote our adverts and where we advertised to all the communication and interactions that we had with potential employees, was focussed around the quality of the work we do and our commitment to delivering exceptional experiences for our clients, learners and colleagues.  We needed to let people know that Lifetime was made up of dedicated, supportive people who enjoyed their roles and benefited from visible and transparent leadership, professional development and job satisfaction.

So, what did we do?

The roll out of the ATS and the design of the EVP allowed us to integrate many of our processes and systems.  We launched a new dedicated careers site which linked to our advertising and application process. We created social media streams on https://twitter.com/Lifetime_Career and https://www.facebook.com/lifetime.careers2016/  where we could engage and communicate with people.  We delivered training to all of our hiring managers to ensure we were providing a consistent and high quality journey for our applicants (from initial application, through interview to offer).  We reviewed and redesigned the recruitment process to ensure we were using a range of engaging methods to assess applicants (including embracing technology and introducing virtual interviews), we designed and launched a module in our system so that we can issue contracts and forms to our new starters which can be accessed online, via their candidate account.   

Where does that leave us?

Two and a half years on and we have seen some real results from all our hard work.  We now advertise across numerous job boards, we have a dedicated careers site, we have nearly 250 followers on our Twitter careers stream and a Glassdoor rating of 4.5 stars (out of 5).

We have also seen an increase in the number of people applying for our jobs, in the last year alone we have received 13530 applications, we have conducted 2513 interviews and hired 486 Life Changing People.

We have 513 people registered for job alerts and 1058 people in our Talent Pools.

It has been a busy year!

What next?

We are currently working hard behind the scenes to redesign and relaunch Lifetime’s career site to showcase  how great it is to work for Lifetime and how aspirational, inspiring and life changing our people are.

The new site will contain lots more information about our culture, our DNA, our ways of working and our people to give potential Lifetimers a real insight into what its really like working at Lifetime. We have worked hard to improve the site’s design to ensure searching for jobs will be easier and we have designed it so that you can navigate your way around the site with greater ease and switch between information about sectors, jobs and company information at the click of a button.

The new careers site will also integrate with our social media streams which will help you keep up to date with what we are getting up to.

We are most excited about the profiles on our people, this a great place to find out what our Life Changing People really think about working at Lifetime and matters to them – we can’t wait to introduce you to our Lifetimers!

The new careers site will be launching at the end of September.  Watch this space…

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