How have Barclays used feedback from young people to make their recruitment process more accessible?
March 17 2017
Since taking part in the workshops run by Future Proof, Barclays have made major enhancements to their website to make their recruitment process more accessible and improve candidate experience.
Using case studies
One thing that was really well received by the young people who took part in the workshops was the story-telling used on Barclays careers site. Following this positive feedback Barclays plan to build on this by including more case studies, which will include short films featuring real apprentices, background stories, current roles and aspirations for the future. In the ‘who can be a Barclays Apprentice’ section, they have included case studies of the diverse talent they recruit including school-leavers, carers, and ex-military. This is part of a broader strategy to redefine Apprenticeships and make it clear that they welcome applications from everybody.
Identifying the right programme
Some feedback from the workshop was that young people found it difficult to identify which apprenticeship scheme was right for them. As a result, Barclays have made major changes to their careers site. The opening page of their site now asks high-level questions about a candidate’s criteria to make sure they are immediately signposted to the appropriate scheme. They have also added a new ‘What programme is right for you?’ section which outlines all of the eligibility criteria across all their programmes which allows young candidates to make the right decisions about what to apply for.
Providing a clear timeline of the application process
A common piece of feedback given by young people is the need to provide a clear timeframe of the application and recruitment process. This is especially useful for young people, who may have limited experience of recruitment. To improve this, Barclays have simplified the assessment process and used animation graphics to explain each stage.
Showcasing inclusivity and accessibility
Barclays have overhauled the ‘Breaking Down Barriers to Work’ section of their website; they are now showcasing the ways in which they are impacting on diverse communities with a focus on age-diversity, disability support and workplace adjustments. Barclays now follow the two tick ‘Disability Confident’ approach to applications and use simple language to encourage candidates with disabilities to disclose the support they need. They have also removed all jargon from their entry level job roles to make it easier for candidates to understand the job and apply more effectively.
Behaviour based recruitment
Barclays have introduced a brand new supplier and an innovative model for recruiting in 2017. This uses an integrated, immersive and interactive strengths & cognitive ability platform, which features scenario-based assessment followed by a virtual on-line interview. This has reduced the time-to-assess at their assessment centre by 50% and has helped Barclays to identify talent based on behaviours, attitudes and personality as opposed to experience and qualifications.
Providing excellent levels of support
Barclays are continuing to provide a high level of support to young candidates through Barclays LifeSkills which helps young people to build the skills and confidence for work. They have ensure that all of the accessible training material is available to candidates and will offer free and structured online training. Barclays now offer mentoring calls for those who disclose a disability or request additional support.