Apprenticeships in Scotland, a leading Scottish independent youth vacancy handling service, to be showcased as a success story in China.
The European Commission recently featured Apprenticeships in Scotland as a case study example of a successful project linked with apprenticeships in the European Union. The case study featured in their policy advice publication on the European Alliance for Apprenticeships entitled ‘Good for Youth, Good for Business’.
This publication focuses on the European Alliance for Apprenticeships launched in 2013 and addresses the challenges and possible answers of how to strengthen the quality, supply and image of apprenticeships across Europe. This is also in line with the new set of medium-term deliverables agreed at European level in the field of Vocation Education and Training for the period 2015-2020.
Following its release in July 2015, it has been announced that the publication will now be translated into Chinese to enable the Chinese Authorities to promote the European Alliance for Apprenticeships outside of Europe. This will significantly widen the reach of apprenticeships in the EU and indeed the success of Apprenticeships in Scotland.
Shannen Scott, Head of Operations at Apprenticeships in Scotland is central to the case study. It tracks her journey from college, to her apprenticeship in Business and Enterprise, to becoming head of the flourishing social enterprise.
Shannen was the first person in the UK to successfully complete an apprenticeship in Business and Enterprise and received her certificate at the European Parliament in Brussels in 2014. Since then, a further 20 young people in Fife have completed the qualification as part of Fife Council’s Culture of Enterprise initiative.
Speaking about the announcement, Shannen said:
“It is fantastic that Apprenticeships in Scotland has been featured in a European-wide policy publication. It highlights the work we do to support young people in Scotland and also the advancement in the youth labour market throughout Scotland in general.
“Apprenticeships in Scotland has gone from strength-to-strength since launching in 2009. Operating as a social enterprise, the website helps around 5000 young scots get their foot on the employment ladder each year.
“We support employers and training providers with bespoke recruitment campaigns as well as brand awareness for their apprenticeship schemes.”
To celebrate Scottish Apprenticeship Week 2016, Apprenticeships in Scotland have launched a new service, the ‘APlayer’, sponsored by the Scottish Qualifications Authority and Royal Bank of Scotland. The APlayer is a video channel specifically dedicated to apprenticeship related video content, from all sectors.
The APlayer has launched with more than 50 apprenticeship related videos from a variety of employers and training providers across Scotland including SQA, RBS, QA, GSK, SSE, Sky, Deloitte and Superdrug. The purpose of the video channel is to provide young people with an easily accessible resource of information on the different apprenticeship opportunities there are throughout the country.
Commenting on being a main sponsor of the APlayer launch, Dr Janet Brown, SQA Chief Executive said:
“SQA is delighted to be supporting Apprenticeships in Scotland, particularly during Scottish Modern Apprenticeship Week. SQA is proud to be at the heart of the education and skills system in Scotland and is committed to play its part in supporting and encouraging young people through their journey from school into training, further and higher education or into employment.
“As a national employer, we are determined to ensure that young people across our local communities have the opportunity to reach their own individual goals, either through our qualifications or by coming to work with us as Modern Apprentices.”
To view the APlayer, please visit www.apprenticeshipsinscotland.com/aplayer.
The Scottish Qualifications Authority (SQA) has published a new guide to its qualifications in Scotland. This guide contains all the information you need to know about the SQA qualifications available to help young people progress on their individual learning journeys; whether they are preparing for training, employment, college or university.
This wide range of qualifications includes:
- National Qualifications, including Skills for Work Courses
- Wider Achievement Awards, including awards in Employability, Steps to Work and Personal Development
- Qualifications for work, including Introduction to Workplace Skills and Certificate of Work Readiness
- Scottish Vocational Qualifications (SVQs)
- Professional Development Awards
- Higher National (HN) Qualifications
SQA’s qualifications are designed in partnership with industry experts to ensure that learners gain the skills and experience needed in the workplace.
To find out more, download SQA’s Guide to Scottish Qualifications here.
Investors in People Scotland are working hard to promote youth employment within Scotland and are currently working with over 200 organisations, to assist them in their recruitment, retention and development of young people.
There is now an even greater reason to use Investors in Young People accreditation and advice. The Scottish Government has increased the funding available to employers of up to 250 people to a maximum of 100% – this is only available to organisations that use IIYP before March 31st 2016. Not only do you get high value support to help your business reap the benefits of engaging young talent, but you also get funding to help you achieve it!
Since the launch of Investors in Young People in the summer of 2014, we’ve worked to support organisations across Scotland. These organisations employ young people to help their businesses to grow and they know the benefits of bringing in new skills, talent and ideas. They embrace the value that working with an Investors in Young People Specialist brings to help them celebrate great work and build on positive activity.
The first of its kind in Scotland, the IIYP framework recognises positive youth employment outcomes. Research by the University of Glasgow has revealed that 100% of Scottish businesses which have received the Investors in Young People (IIYP) accreditation rate the experience as “positive” or “very positive”.
Currently organisations can take advantage of the funding from the Scottish Government to support your IIYP standard accreditation and/or advice. This funding is only available until March 31st 2016 and is strictly limited, so don’t delay!
In Scotland, we have identified that Life Sciences and Technology are two of six key industries for growth and productivity in our economy. There is an exceptional demand for ICT and digital technology professionals and across Europe the number of jobs is growing by more than 100,000 each year.
In order to take advantage of the opportunities Scotland is presented with, we must respond to the skills challenges that exist by ensuring both industry and education work together to give our young people the best start in life possible. After all, they are our future!
According to the Life Sciences Skills Investment Plan, there are a lot of Scottish life sciences employers who work in specialised or niche areas that struggle to recruit for the high demand of specialist skills and experience they need. Addressing these skills gaps in early careers will help build a better Scotland. Apprenticeships are becoming less of a taboo career choice for young people with government backing, educational institution awareness and the ever growing knowledge available to parents.
Technology and ICT is also a key growth sector for Scotland with the aim to have a world class digital nation by 2020. As mentioned in the Skills Investment Plan for ICT and Technology, there is an important role for digital skills in healthcare and science when storing, processing and analysing large amounts of information and data. Research and development can also be improved with new technologies.
There is an overall perception that careers in Life sciences and technology requires highly intellectual young people that attend university; however, apprenticeships offer young people the experience and employability skills they need combined with an important qualification. For example, Microsoft has partnered with QA Apprenticeships across the UK for their 10KinTech campaign. The campaign aims to recruit 2016 young people in IT and technology apprenticeships by 2016.
At Apprenticeships in Scotland we are advocates of apprenticeships and providing young people with employability skills. We employ our own young people via the Fife Council pilot Apprenticeship in Enterprise programme which provides young people the skills and entrepreneurial capacities to grow the business they are working for. Investing in young people is important for growth and innovation within businesses and it is important that industry work with educational providers to identify the skills gaps and work on these together.
 Skills Investment Plan – ICT, Digital Skills and Technology
Picture – Intuition.com
There is a short online application form to complete initially which is designed to capture your motivation for applying to one of our programmes. You will be asked to fill in some key contact and educational information too.
- Tailor your application to RBS and show us you’ve thought about why you’re interested in the bank and why the business area you’ve applied to is right for you. Find out as much as possible about our culture, values and People Standards. A good test is if you were to cover up the name of the bank on the site, could you guess it was RBS you were talking about?
- Use this website and, if you can, come to careers events and talk to people from the area you’re interested in. Have you checked out our Facebook pages, Twitter feed or LinkedIn employer profiles?
- Use the research preparation stage to find details of the programme – what it involves, the sorts of projects you might get involved with, level of responsibility, development opportunities, teams your will be working with etc.
- Compare the selection criteria with your own academic record. To increase your chances of being successful, make sure you match most the requirements of the programme.
- When you’re completing the form, be sure to include the correct dates – and don’t leave any gaps.
- Try and print or save a copy – it will be useful to remind yourself of what you have written as you progress through the process.
Situational judgement test
After you’ve submitted the first section of your application form, you’ll be directed to complete a test presenting you with real work situations. There are no right or wrong answers; we want to see if you share our values. The test has 15 different scenarios and should take around 30 minutes to complete.
- Don’t spend too much time thinking about the ‘right’ answer. If you don’t answer honestly, you could find yourself working in an environment that doesn’t suit you.
- Try to find a quiet place where you can complete the test in one go, with no interruptions.
Alasdair Northrop, editor, Scottish Business Insider – chair
Mike Bruce, CEO, Weslo Housing Management
Suzanne Burns, HR director, STV
Alfie Cheyne, managing director, Cheyne Engineering
Kelly Johnstone, director in Scotland, Springboard UK
Stephen Leckie, CEO, Crieff Hydro Family of Hotels
Peter Russian, CEO, IIP Scotland
Carolyn Stewart, managing director, people and internal services, Scottish Enterprise
Q Why is unemployment most severe in the 18 to 25-year-old age group?
Russian: I think we’ve got the facts which show it is severe, it’s three times the normal level of unemployment.
There is a positive trend and things are improving. The current youth unemployment rate of 18.8 per cent is nearly three times the average.
And there are around 50,000 people not in work or education in Scotland.
The interesting thing is the recession has highlighted it but it’s not the cause.
So if you go back pre-recession you still find the same trend that unemployment amongst young people is higher than the average.
I think there is an underlying challenge which relates to the way in which organisations and employers think about hiring people and a tendency to hire on the basis of competence rather than potential.
It’s an inevitable consequence of operating in environments where there’s a priority to perform and to deliver results as quickly as possible, and a consequence of HR’s use of the competence based approach.
If you operate on that approach you automatically effectively discard the potential people who don’t necessarily have the competence.
While there is a broader economic position, there’s a more fundamental question about whether we as employers are prepared to invest in the long term development of the workforce?
Or is it easier just to hire people in and out?
Cheyne: There are a whole raft of different factors. But we’re all looking for highly skilled and highly qualified individuals with potential, and rather than competence or qualifications, we hire on the basis of aptitude and attitude, and potential in that person to make the journey.
Previously, youths who joined the armed forces were more able to go into other trades than they would have been prior to joining.
There are youngsters from across Eastern Europe in Scotland who are prepared to roll their sleeves up and do absolutely anything.
Parents are creating a softly-softly approach to their children and I feel there’s a lot of that in today’s society – ‘my child is not going to do that’.
Currently we have a lot of youths signing up for the wrong career and they’re coming out of college at the other end, only to re-engage again and go back into another college or university, further education course, training again.
We have a schools engagement programme. We connect with over 30 schools right through Aberdeenshire and into Moray.
Can I also add what we look for, not just necessarily work experience, we also look for voluntary work, hobbies, what other things, what other achievements has that child made in their life?
What have they demonstrated commitment through, be it Boys’ Brigade, Guides, voluntary work, helping the aged, whatever.
Stewart: Hiring around competencies has been quite a long-term trend in HR and it leads you to look at the person with the best experience, not necessarily the potential.
The key severe issue around this is lack of work experience.
We speak to a lot of the businesses we account manage and up to 85 per cent of them say young people coming out of school, college or university are well or very well prepared for work but lack experience. And that’s what would lead them perhaps not to employ a young person.
Leckie: There’s disconnect between school and post-school reality for many young people, especially those who have disengaged from the formal or normal education world.
The learning participation rates in 15 to 24-year-olds in the UK are low by European standards. These young Europeans are coming across here better educated, they’re better skilled.
Also how do you get them to show enough confidence to get that first interview and explain look, I am an interesting person, I’m excited about working for you and your company.
And many of these young folk just don’t have that skill at the moment.
How do you start off with that skill? It has to come from school. So further and higher education outputs are not matching employer demand, leading to under-employment for many, and skill shortages for key sectors.
We have that in our industry. Soft skills are not valued enough.
Burns: The reasons are complex, both structural and policy related, and further exacerbated by the severe economic contraction we have experienced in recent years.
However, overall, I think progress is being made – I would put the success of Modern Apprenticeships into that category.
The recession has highlighted the fact we actually do not take the long-term view on investment and skills.
There’s lots of warm words on the part of employers about their commitments in this area but the recession has demonstrated the reality is probably still quite removed from that.
Another issue is the strong focus on access to education and attainment rather than focusing on the outcomes that education is producing.
A thriving economy requires an appropriate balance between academic and vocational.
And what we’re seeing with the particularly high levels of unemployment in the 18 to 25-year-old group is they’re victims of circumstance of that focus on educational attainment.
One of the biggest challenges for many employers is the range of provision to engage young people in work is so vast and so confusing.
To navigate through the range of providers is a complex maze.
Unless you are an employer with the resources to be able to do that – and a huge swath of our economy don’t – it goes into the too difficult box and you go for the quick and easy fix.
Bruce: People tend to go for experience – it’s a safe bet – as opposed to perhaps looking further than competencies.
It’s very much a question of trying to develop and recognise potential.
But it’s not just about that, it’s about confidence and self-esteem.
I think employers have to investigate ways to instil these in young people.
There seems to be a real disconnect between the school and perhaps even the universities and the workplace.
We, on a regular basis, will have kids of 14, 15 come and spend a week or two with us.
As part of the induction process they’ll meet me in the morning, and I’m astonished at the timidity some of these kids display, who perhaps find it difficult to look me in the eye even.
And there’s nothing that gives us greater pleasure than seeing, later in the week, that same kid sitting having their lunch and a laugh and a joke with their colleagues who are looking after them for that week.
So, in that sense, we have to treat them also as fragile emotionally coming into the workplace, because invariably they’re not ready.
Johnstone: From our charity’s perspective in dealing with this cohort of young people, the main issues they’re facing are probably around being disengaged at school.
So if they haven’t had an academic focus they end up wanting to go down a vocational route and that’s not been made available at school as much as it should be.
The other area around the vocational skills that has been highlighted in the Wood Report is that connecting to further education.
So if someone is disengaged at school why is there not more collaboration with further education to move them into National Certificate modules and so on?
That is being worked on with the newly formed Developing Scotland’s Young Workforce team
It is actually quite unbelievably foreign to many parents in some instances to arrange work experience for their children.
If you haven’t got a focused or driven or determined parent or parents that child will inevitably not have work experience.
Some young people have a real lack of confidence in social skills.
They can’t communicate properly because that’s just not the way to communicate these days.
We call it the Y generation – they’re more focused on their phones or their tablets or communicating via text message.
So actual face-to-face communication is more difficult for them and I think we have to put a bit of focus onto that.
We need to teach social skills, confidence building and communication.
It should begin at primary school and bring it all the way up to further education.
The curriculum and what we’re providing in forms of education has to sit with the century we’re living in today.
Q What can businesses and public sector funded organisations do to address youth unemployment?
Stewart: We account manage around 2,000 growth companies in Scotland and we touch around 10,000.
Part of our role is to help businesses grow and help Scotland be internationally competitive.
And what we’ve been doing is linking youth to both creating a future talent pipeline for those businesses and linking youth employment to their overall growth strategy.
And that is about seeing young people as an asset, not a cost.
That is about not being short term and investing in the long term.
So along with a number of our other partner organisations including IIP Scotland, we have been looking at what programmes could help switch employers on to a young person as a long-term talent pipeline for them.
One example is the ScotGrad Programme that’s available for employers.
That gives a business an opportunity to work with a recent graduate on a specific growth project for their company.
It gives the young person invaluable work experience and it also gives that fresh thinking, specialist knowledge and new ideas to that business.
In terms of what we’ve done, we had a look at our workforce about four years ago and it was really static.
Public sector pay was deflated, we weren’t taking people on, nobody was leaving, people were working longer.
We discovered less than two per cent of our workforce were under 25 and we thought that was really unhealthy.
So we brought back in graduate programmes which we hadn’t run for four or five years and we also created an apprenticeship programme.
That’s been a revelation for us as an employer. We hadn’t had school-leavers as employees for quite a while.
And they’re fantastic at technology; you put them on a digital project, they’re off. They have skills we don’t.
Leckie: We say if you’re going to spend a lot of your life working you might as well make it fun, and we can do that in this industry for you.
The British Hospitality Association has had the Springboard Big Conversation event twice in Scotland where we invite a few hundred young folk along to chat to us about what it’s like to look for a job, what it’s like working in this industry if you’ve not thought of working in this industry before, and that has worked really well.
The Hospitality Industry Trust Scotland is a massive charity that helps hundreds of young folk be trained, be educated around the world. That is good for this industry.
Burns: In a nutshell we need to increase our commitment to employ more young people.
This was a key finding of the Wood Commission – that employers should consider themselves co-investors in engaging young people.
If we consider the example of work placements, this is an experience that isn’t achieving its full potential at present.
Too often an employer will take the view they are simply a supplier and the objective has been achieved when they have fulfilled the requirement for an S4 pupil to be provided with a week’s work experience, rather than stepping back and taking a broader view of the quality of the experience and impression it has given to the pupil of the world of work.
An initiative STV is involved with at present is the Glasgow School and Business Partnership Framework – a pilot programme with the ambition of linking every secondary school in the city with an employer.
Through this framework we are trying to focus and channel our efforts, and already only six months into the pilot the benefits that are accruing are tangible.
The benefits are mutual for the company and the school pupils.
The programme we are developing is providing opportunities for our development of our staff supporting and mentoring young people.
Cheyne: What can business do to address youth unemployment?
Turn it on its head; what can they do to address and generate employment?
This is about business leaders. This is nothing to do with the youths themselves.
Business leaders set an example, setting strategy, understanding their business is going to be here in three, five, fifteen, twenty five years’ time and planning for the future of that business.
So it’s about building that whole pipeline of talent and growing the thing; who is the next CEO of your organisation?
We’ve circa 350 staff. Currently we have 70 under-25s, about 20 graduates and a further 50 apprentices.
So what we’re doing is creating this whole pipeline of talent to come in and giving them this huge opportunity.
We have a 27-year-old graduate who has just been assigned a £5m business service unit to manage, reporting into the chief operating officer.
He has a team of 25 personnel to organise and manage.
He has been with us four years in our graduate scheme, and then right, off you go son, you’re running now.
So it’s about businesses giving some of these youngsters the opportunity
But it’s also getting the financial piece right.
We don’t get any return in the first 24 months.
We’re into 36, 48 months before we’re starting to see any real return out of that investment in that person.
However, for smaller organisations and those that employ up to ten people; can they afford to take on that apprentice?
In many cases, no. They don’t have the structure in place, they don’t have the HR network support structure, they don’t have the links with the local colleges and all these different things.
So I believe we’re missing something in Scotland – a body which helps businesses do all that. We’ve got tens of thousands of white van tradesmen. Where is the support structure for that small business in the country? Where is his tax relief for taking on that youngster?
So there’s a bigger Scottish governmental piece required that I think is done in other countries.
Bruce : What can businesses do to address youth unemployment?
Well, they can start employing youths.
Think about it; why would you not look to bring young people into your business?
In our case, we have about 30 tradesmen who do maintenance of our houses on a day-to-day basis. So of course it’s natural for us to have apprentices.
We’re able to create a couple of apprenticeships every two years and in that sense we’re rearing our own, as it were, and that’s a good thing.
And we would like our tradesmen to stay with us so we can benefit from the training we’ve given them.
We’ve got two tradesmen now in their mid to late twenties who started as apprentices with us.
Johnstone: There are quite a lot of businesses in our sector that are already very proactive in work experience and providing opportunities for young people.
That includes small businesses, as they tend to see the return on investment.
We run a programme around accrediting work experience.
So it’s fair enough to say to businesses to get engaged and provide placements and provide experience, but that has to be of a certain standard and quality, because otherwise you have the reverse effect on the young person.
So currently our job is trying to get employers involved.
One of our programmes is the Learning for Life Diageo Programme.
At the minute we’ve got 200 different businesses engaged, and they helped us place 244 young people last year on a two-week or more placement.
And out of that 70 per cent are now into full-time work.
Russian: Our client base stretches from a small opticians in Alloa with four people, employing one young person, through to banks and NHS organisations with thousands and thousands of people. And so there’s not a one-size-fits-all approach.
This is about changing thinking. The statistics show the vast majority of employers are not hiring young people.
So the first thing we might make progress on is – ‘think about it’. And that maybe requires a change of mindset.
The ambition has to be to get away from the response which is ‘well, we don’t hire young people because we can’t find the talent’.
Well, how proactive are you in terms of actually going out and finding it?
The opticians I mentioned had no huge resource, no big HR department, but went and had a conversation with the local college and said look this is what I need.
It probably took an hour of time to do it and it came out with a result.
Medium and larger organisations should not look at this as a CSR activity, because if it is then I don’t think it’ll ever be valued.
Standard Life are a really interesting organisation from this perspective.
They started off and had involvement with the Edinburgh Guarantee Scheme because they thought it was the right thing they should be doing as a big employer.
And now they’re saying we can’t see how we can resource our IT and customer service departments in ten years’ time unless we start hiring young people now.
Our proposition behind Investors in Young People is we believe hiring and developing young people is different to just being a good employer.
There’s something different you have to do, and whether that’s about the type of engagement you have with education or whether it’s about a more developed approach to using qualifications, it’s the recognition we need to do something different.
And key to that is about this transitioning to work and helping people understand and get into work in a way which is different to a normal recruit and hire.
The good news is there is real interest from employers in this, and we already have 200 organisations actively involved.
If we can build on this, we should be more optimistic about really making a positive change to the way in which young people are recruited and developed, and that’s good for business, for young people and the economy in Scotland.
Are you an employer, school or QA Apprentice? Together we can inspire 10,000 young people into futures in the UK’s brightest sector.
#10KinTech is a QA campaign for UK employers, schools and apprentices. Our goal is to pave the way for as many young people as possible to start careers in the tech sector.
Over the last five years we’ve bucked recessions and a stalling economy to give 5,000 young people fantastic careers in great companies.
The tech sector is the UK economy’s success story – outstripping the UK’s GDP growth by 400% and combined with the government’s target to create 3 million apprenticeships by 2020*, there is the opportunity to create many bright futures for Britain’s young people.
Tech is exploding, but can the UK keep up?
>> Employers are hiring more apprentices than ever.
>> Schools are seeing more demand for IT subjects than ever.
It’s true – more young people than ever are trying to get into tech. But too many are still unaware of all their options. Instead of looking at apprenticeships, they are guided down the same old routes that delay their tech career. Our campaign aims to give them a start that really works.
Why pledge your support?
Did you know an apprenticeship lets young people:
>> Start a tech career NOW
>> Progress from Level 3 apprenticeship to Degree level – all whilst on the job
>> Pay nothing, get paid a salary and start work in amazing tech companies
>> Gain relevant, industry-recognised accreditation
>> Avoid three years of university training with technology that might change tomorrow
>> Enter a prestigious, evergreen profession with exceptional prospects
What does it take to start 10,000 new careers?
With your help, we believe we can hit this ambitious target. That’s because:
>> QA Apprenticeships created 5,000 careers in its first five years – that’s more young people into tech and digital careers than anyone else
>> We offer the UK’s widest range of IT, tech and digital apprenticeships from GCSE to MSc
>> 92% of our employers say our apprenticeships add value to their business, and most come back for more
>> Our apprenticeship training was described as “world class” by Ofsted when they graded us as outstanding
>> We won Apprenticeship Programme of the Year three years in a row in 2012, 2013 and 2014 and were named Best Further and Vocational Provider by Education Investor in 2015
>> We have a dozen training centres in prime city centre locations all over the country
That’s what we’ve done in the past – but we need all your help to launch an amazing future for the UK’s young people.
>> Employers: pledge to hire a QA Apprentice
>> Schools: pledge to refer candidates to QA
>> QA Apprentices: pledge to recommend your friends
Email your pledge video to firstname.lastname@example.org
“Intelligence plus character – that is the goal of true education.”
Martin Luther King, 1947
What kind of people does the world need?
…and what kind of world do people need?
‘Character, Culture and Values’ is an international conference to be hosted by Character Scotland and partners in Glasgow on 15th and 16th June 2015. It will be the first event of its kind in Scotland, designed to explore and build on the continuing global shift towards character and values-based education.
There are many ‘Questions of Character’ to explore during this event: How do we learn to be human, and why is this important? How do we empower people and communities to make the most of their strengths and values? What are the roles of young people, parents, schools, youth groups and employers in doing so and how are their roles connected? Can these questions help to create a more inclusive, just, sustainable and compassionate world?
This conference aims to provide a platform for wide-ranging and creative discussions focussing on how we can best support young people to deal with the complexities of life, learning and work in the 21st Century. Those in attendance during the event will unpick the concept of character and values education and the idea that all of us have a role to play in working out ‘who we are’ and ‘who we become’. The involvement of young people has been a key part of the process, so they will be well represented at the event.
For more information please view the following links:
Take the first step in your career with Sky Apprenticeships
At Sky, we put the customer at the heart of everything we do, and we never forget that they always have a choice. That’s where you come in.
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At the moment, you could join us as either a Home Service Engineer, Customer Service Advisor or Customer Sales Advisor. But whether you’re installing and servicing Sky equipment, dealing with queries on the phone or helping people to get the most out of a Sky package, you’ll be performing a vital role – helping to keep our customers happy and our business growing.
You’ll need to have either Standard Grades 1-3 or National 4 / National 5 in Maths and English. Plus, we’re looking for excellent communication and team working skills. We never forget to say thank you at Sky, so a polite, friendly and helpful attitude is also really important.
In return for your hard work, you’ll have access to unrivalled career opportunities and benefits, all on top of a great place to work. We proudly support the Government’s initiatives on apprenticeships, so expect excellent training from the word go.
You can also look forward to free Sky+HD TV, Broadband and Talk services, generous holiday entitlement, contributory pension, private medical insurance and a share-save scheme.
It’s our people that make Sky Europe’s leading entertainment company. That’s why we work hard to be an inclusive employer, so everyone at Sky can be their best.
The Sky Academy supports emerging talent and helps build skills and self-belief for future generations.
For more information and how to apply, click here.