Employers

The training will be delivered by EdTech start-up Multiverse on programmes such as the Business Transformation Fellowship and the Data Literacy apprenticeship.

The fully-funded apprenticeships will enable SMEs to address the number one barrier to growth and success: a shortage of digital skills.

77% of UK organisations are facing a shortage of digital skills, which is having a negative impact on growth, efficiency and competitiveness. Through this partnership, eligible SMEs can enrol their staff onto Multiverse programmes with the cost of training fully borne by Goldman Sachs.

The investment is part of the Goldman Sachs 10,000 Small Businesses UK initiative. Small businesses are integral to the UK economy - accounting for nearly 17 million jobs in the UK and more than half of private sector turnover. The 10KSB programme is designed to provide high-quality, practical education and business support to leaders of high-growth small businesses and social enterprises across the country.

To date, 88% of graduates of the programme expect to increase the number of people they employ in the next two years, compared with 63% of similar high-growth businesses.

Jeremy Duggan, President at Multiverse, said: “Having the right digital skills is essential for any business to scale. As the backbone of the UK economy, it's essential that small businesses are supported to develop these vital skills.

"That's why we're so pleased to partner with Goldman Sachs. Through this initiative, the company will help SMEs develop digital skills through apprenticeships - which are simply the best way to build both capabilities and diversity within an organisation.”

Charlotte Keenan, Managing Director at Goldman Sachs and Head of the Office of Corporate Engagement International said: “Retaining top talent and upskilling the workforce is a critical component for small business growth and something Goldman Sachs is incredibly committed to. We are proud to be partnering with Multiverse - these apprenticeships will enable employees at our 10,000 Small Businesses to progress and help drive business growth across the UK.”

The donation is made possible by the government’s Levy Transfer system. All companies with payroll over £3 million are required to pay 0.5% Apprenticeship Levy - which goes into a pot that can be spent on training costs, or transferred to other organisations such as small businesses.

Multiverse is a startup tech company building an outstanding alternative to university and corporate training through apprenticeships. Last year, the company announced the closing of a $130 million Series D funding round and has trained over 10,000 individuals in tech, leadership and digital skills to date.

In May 2022, the company announced that it would facilitate the transfer of £30m from large organisations to SMEs and charities.

The fully funded apprenticeship programmes have supported more than 30 different SMEs to upskill and future proof their workforce. The training has been delivered by tech start-up Multiverse.

77% of UK organisations are facing a shortage of digital skills, which stifles growth, efficiency and competitiveness. Through this partnership, eligible SMEs enrolled their staff onto Multiverse programmes with the cost of training fully borne by Capita.

It is part of the company’s business and impact goals, to equip Capita’s communities with the digital skills required for today’s world.

Amy Mulready, Global Head of Talent at Capita, said: “The need to equip communities to be able to engage effectively in an increasingly digital world has never been more important. Capita is delighted that in partnership with Multiverse we are able to utilize our apprenticeship levy to fund the training and development that enables this to happen as part of our commitment to being a responsible business.”

Capita and Multiverse began their partnership in December 2021. In that time, more than £1m of funding has been given to 32 different organisations, supporting the training and development of more than 70 individuals.

Learners come from a diversity of backgrounds, representing the communities they operate in. The initiative is in support of Capita’s diversity and inclusion commitments.

The donation is made possible by the government’s Levy Transfer system. All companies with payroll over £3 million are required to pay 0.5% Apprenticeship Levy - which goes into a pot that can be spent on training costs, or transferred to other organisations.

Yet more than £1 billion worth of levy goes unspent each year. That would be enough to create 115,540 apprenticeships✝: enough to almost halve the number of NEET 16-24 year olds.

Multiverse, a startup tech company, is building an outstanding alternative to university and corporate training through apprenticeships. The company now trains over 10,000 tech, leadership and digital apprentices and earlier this year announced that it would facilitate the transfer of £30m from large organisations to SMEs and charities.

Jeremy Duggan, president of Multiverse, said: "Small businesses are the backbone of the economy, and their ability to grow is contingent on having the right skills in place.

“But unlike cash or assets, skills cannot simply be handed over. Through the levy transfer system, Capita has supported the growth of these SMEs by 'donating' these vital digital skills through apprenticeships - which are simply the best way to build capabilities and diversity within an organisation.”

The new programme, which was launched as part of the Data Saves Lives strategy, has been praised by Ming Tang, Chief Data & Analytics Officer who expressed how “pivotal” it is for the Data and Analytics community.

31 NHS England employees enrolled on the 15-month apprenticeship programme to enhance their careers and capabilities through learning analytical and data science skills which can then be applied directly into their specific role with support from an expert coach.

NHS England also hired 8 new entry-level apprentices who are also undertaking the same course. The programme exists to create new routes into Data Analytics and Data Science roles within the NHS - widening participation and ensuring a diverse workforce that is representative of the communities the NHS serves.

Chief Data and Analytics Officer at NHS England, Ming Tang, said: “We’ve been on a huge journey during COVID, really demonstrating how data can save lives by using data more effectively to support decision making across the NHS.”

“The pilot objective of making sure our staff have the right skills has been achieved, with 100% of participants reporting that they now have the skills needed to excel in their role and are confident in sharing these learnings with colleagues.

“These skill sets go a long way in providing efficiencies to the NHS, with apprentices reporting a 24% efficiency increase when working with data after completing the programme. It has also enabled us to invest in our employees and their futures and is a fantastic opportunity for those looking to hone their data skills or reskill into a data role, as well as those at the very start of their career.”

Multiverse trains 170 NHS employees in data, project management and leadership programmes, in a wide-ranging partnership that helps the vital organisation grow its in-house skills.

Diversity is at the core of the programmes. 38% of apprentices are from an Asian background, while 50% have one or more ‘contextual flags’, indicating they may be a young carer, care leaver, a refugee, or meet an indicator of socioeconomic disadvantage.

Multiverse CEO Euan Blair added: “Our mission is to create a diverse group of future leaders. I could not be more proud of the fact that we’re working with the NHS to accomplish that - there is no group of people in the country that have shown more diligence, more care, and more resilience during what have been the hardest two years of many people’s lives.

“We design these programmes to be challenging and highly technical, so completing them successfully is clear evidence of excellence. I want to recognise the achievements of everyone who has been part of the pilot programme.”

How Christine used new skills predicted staff absences during COVID-19

Christine Wells, Analyst in the Chief Data & Analytics Directorate who was enrolled on the programme in December 2020 was able to use the new skills from the apprenticeship to predict staff absences during the Omicron wave of the COVID-19 pandemic.

Her line manager, Gavin Bell, said: “Staff absences have a direct impact on patient care, bed capacity, and further medical treatment provided to patients. In the early stages of the Omicron wave, it was vital to have estimates of staff absences ahead of time to assist with planning and staff development during the pandemic to ensure patient needs would be met.

“Christine developed a regression model to predict the number of staff absences ahead of time based on the number of patients admitted & diagnosed with COVID-19. This provides an early warning signal to anticipate staff absences due to the delayed presentation of COVID-19 once being exposed to the virus.”

Christine said: “Before joining the programme, I had no prior knowledge of Python but before long, I was able to develop and enhance my Python skills whilst also applying the content taught on the programme directly back into my role addressing business critical needs.”

Through its Reimagine strategy, Jaguar Land Rover is at the forefront of the rapidly changing automotive industry with a focus on electrification, digital services and data. Leadership in these areas is critical to Jaguar Land Rover delivering a modern luxury experience to its clients now and in the future.

The work with Multiverse is the first of many initiatives planned by the company to increase data capability and invest in employees’ skills to meet the needs of the business during its transformation and in the future.

The shortage of data skills is estimated to cost UK businesses £2 billion a year, with 1 in 10 jobs requiring data expertise and 100,000 data positions unfilled. Multiverse is looking to fill this skills gap by building an outstanding alternative to university and corporate training through apprenticeships. It now trains over 8,000 tech, leadership and digital apprentices.

Through the collaboration, a Data Fellowship course, delivered by Multiverse, will be offered to employees. The 15-month course covers topics including data modelling, analysis, Python, and Machine Learning, and will support thousands of Jaguar Land Rover's employees to make the transition from spreadsheets and desktop data work to working on the cloud. The first 400 employees enrolled this summer, with additional groups launching each quarter.

Clive Benford, Chief Data Officer, said: "The automotive industry is rapidly changing to become digital and electric. The management and utilisation of increasingly high volumes of data in this new era will be central to Jaguar Land Rover’s future. We need to create a data-first mindset that will support our growth, enhance the customer experience, and increase the productivity and expertise of our teams.

"The business’ own digital transformation is already underway with software-over-the-air, which demonstrates the power of effectively harnessing data. The primary goal of our partnership with Multiverse is to empower all our employees to utilise data, gain insights from it and develop valuable solutions."

Euan Blair, founder and CEO of Multiverse, said: "This ambitious and far-reaching programme is one of the largest data apprenticeship programmes ever launched in the UK, and will deliver world-class training in data to hundreds of people on an ongoing basis. Jaguar Land Rover's investment in apprenticeships shows the premium placed on data skills and the power of apprenticeships to deliver impactful new skills into a business through applied learning."

In partnership with Multiverse, Citi has employed 32 apprentices across a range of programmes including Software Engineering, Project Management and Data Fellowship.

Jacqui Lloyd, Senior Vice President and Apprenticeship Lead at Citi, said: “We are really excited about the opportunities that Apprenticeships present to people at all stages of their lives and careers. At Citi, we have taken a unique approach to this and created a number of programmes which not only present exciting routes into a career in financial services, but also gain us access to distinctly different and diverse pools of talent.

“Our partnership with Multiverse has enabled us to create brilliant entry-level routes, as well as opportunities for people who have been on a career break and are looking to learn new skills in addition to moving into the next exciting phase of their careers, potentially in a new sector altogether! Recruiting truly diverse talent, and bringing in people with different perspectives and a range of experiences is vital to the success of our business, but also enables us to develop future leaders and build critical skills for Citi.”

A route into banking for young people

Citi realised they could create an alternative route to the boardroom for young people from different backgrounds through apprenticeships. Since 2015, it’s also been one of Citi’s top strategic priorities to increase diversity within their workforce.

To build a truly diverse talent pipeline, Citi needed to access a broader talent pool of brilliant candidates. They partnered with Multiverse to identify these rising stars and equip them with the skills of the future, all paid for with the Apprenticeship Levy.

Multiverse’s outreach programmes attracted non-graduate candidates to apply to Citi’s apprenticeship roles, while the rigorous application process helped identify those with the highest potential.

The Multiverse approach to recruitment focuses on core competencies and assesses the candidate’s intent and drive to learn, regardless of whether they attended a high-performing school or not. Their Multiverse digital profile showcases whether they are an academic outperformer and if they experienced any barriers to learning.

The Multiverse team also invests time supporting candidates with polishing their interview skills, which are integral for successful outcomes.

Supporting established professionals on their Return to Work

Citi knows that hiring people from different backgrounds with diverse perspectives brings advantages to their teams.

With that in mind they launched a Return to Work Programme, a supportive hiring programme designed to help those that have taken a break transition into a career within financial services.

Thanks to a partnership with Multiverse, Citi is able to offer world-class training in key skills for the future like data analytics.

Embedding these digital skills into Citi’s workforce is crucial to their long-term strategy. The Multiverse programme enables the bank to acquire digital skills that are in extremely high demand and short in supply as well as democratising access to the banking industry.

"Not only am I back at work, I'm also learning something new"

Srilakshmi joined the Return to Work Programme after taking a three year break from work after having her second child. She was previously working in Supply Chain Management, but moved to Citi for a Project Management role while enrolled on the Data Fellowship apprenticeship.

After I had my second child, I decided to take a break to prioritise my family. After three years, it felt like the right time to get back to work - especially since everyone was working from home. That added flexibility made my decision easier.

I came across Citi’s Return to Work Programme with Multiverse, applied and got a role in the Project Management team. What stood out to me about the programme is that it's not only about getting back to work, it's also about upskilling. Not only am I back at work, I'm also learning something new through the Data Fellowship programme.

The first month was tough, but the support from the coach and the manager was key and they knew where I was coming from. The Multiverse coach, Josh, is extremely supportive and helpful - and my manager at Citi always made sure I had access to data to put into practice.

There’s also initiatives in place to make sure the return to work is as smooth as possible. For example, there’s a Buddy Scheme which I find really helpful.

The apprenticeship programme itself is very different from school. You're not just learning from a book, you're practically applying everything you study. Being in college involves a lot of theoretical concepts and repeating them in exams. But the best part about the apprenticeship is taking those concepts and applying them to your work.

What’s great about the Return to Work Programme is that it’s not just a bridge back into work, it’s also an opportunity to elevate your skills.

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Sakshi Garg previously worked as a developer, but took a six-year career break to start a family. Now, she is in a data role enrolled on the 18-month Multiverse Data Fellowship.

I took a career break from my work as a developer to start a family. After six years, I decided I was ready to go back to work. I was exploring my options but I thought my best bet would be to stick to what I knew and go for a role in IT. Because of the career break I found it difficult to find an opportunity so I upskilled myself with the latest technologies.

I applied for the role with the Citi Return to Work Programme - despite never having worked in banking before. The application process was really straightforward, and what was particularly great was that they do not look at your career break as a flaw rather appreciate your past experience and skills along with how flexible you are with learning and adapting.

Through the Return to Work Programme, I secured a really good role in the Production Management and Service delivery team. This role is different from my previous one in terms of responsibilities so I always get the opportunity to learn more.

As part of the programme, I’m enrolled on the Data Fellowship. Coming back from a big career break, you sometimes feel that you might be rusty when it comes to skills. The fellowship plays a really important role in closing that gap, and making sure you are well supported through the transition. I get to revisit things which I used in previous roles but needed refreshing on. But on top of that, you learn new things from scratch which are completely new to me.

Everything I study is directly linked to my work.

My coach is really helpful. In our sessions and our 1-1s, he’s always on hand to support. He’s always happy to explain things and support me with the course content, as well as projects in my work.

All in all, it’s a fabulous programme that provides an excellent opportunity for everyone who has been out of work for two years or more, regardless of the reason. Some of the people in my cohort had a career break of around 10 years. I’m comfortable here - every day I’m thankful to Citi for this opportunity.

You persuaded your line manager apprenticeships are awesome, set up some stellar apprentice roles, put the feelers out there—and now (phew!) there’s a bunch of rockstar-potential candidates waiting for interview.

Launching your own apprentice program is awesome! But what happens next?

To recruit apprentices who shine above the rest, you need to get familiar with the whats, whys and hows of interview best practice.

Because from getting to know the best interview questions, to making sure your interviewees feel super comfortable, there’s a lot more to interviewing apprentices than simply ticking a box.

It might sound daunting—but don’t worry, as usual we’ve got your back with some awesome apprenticeship advice.

This one-stop apprenticeship guide to all things interviews will take you from anxious to upbeat in just a few short minutes—and with 15 usable apprentice interview questions to boot, you’ll have everything you need to discover the true potential of your next superstar apprentice.

Apprentice interviews v normal interviews: What’s the difference?

We get it—you’ve aced a million hires so why would this one be any different?

The thing is, apprentices often come from a totally different pool than your usual candidates. They’re often young, inexperienced and sometimes unprepared (AKA eager, mouldable and willing to learn!).

In other words, your main aim in this interview is not to figure out your candidate’s experience but whether they have the motivation, ambition and dedication your company needs.

That means careful preparation, a different angle of questions and knowing exactly what you’re looking for.

Apprentice interview tip #1: How to nail your interview prep

Your interviewee isn’t the only one who needs to be ready to make a great first impression.

Before an apprentice shows up, you need to get yourself prepped to the max.

From creating a relaxed office space to acing your interview questions, by the time your candidate steps through the door you need to have everything ready to roll.

Here are some top tips on what to think about before the interview starts:

1. Think about how you’ll conduct the interview: Are you planning to pick up the phone or invite your candidate into the office? Or both? How you conduct the interview will have a direct impact on your candidate experience. If you can, invite them to meet the team personally. It will help them to relax and help you get to know them better.
2. Help your candidate feel confident: Apprentices often don’t have much experience—and that applies to the interview process too. In fact, this may be their first ever interview so it’s your job to help them feel as relaxed and happy as possible. Remember, it’s in your best interest too—the more chilled they feel, the more likely their best features will shine through. ✨
3. Plan the interview format: To really ace this, make sure to plan the interview way in advance. That means planning a handful of really relevant questions, deciding whether your candidate will need to do any additional projects (ie, a short presentation), and prepping your interviewee in good time before the big day. When it comes to extra tasks, ask yourself if it’s really necessary to put your candidate through the extra stress. For example, if the role involves a high level of communication, a presentation might be the right route—but if they’re going to mostly sit in front of a computer, why bother?
4. Decide the interview panel: When it comes to the panel, you’ll probably want their team leader/mentor, a manager and maybe an extra set of eyes to help avoid bias. Remember, the more people interviewing, the more intimidated your candidate will be—so ask yourself what’s the max number of eyes you really need?
5. Prepare yourself for what you’ll hear: If you’re used to hiring professionals, you’ll need to prepare yourself for a different type of interview. The replies you’re used to hearing won’t apply here—instead you might hear stories about school, friendship groups or family. Expect the unexpected and you won’t be thrown off.

Bonus tip: Represent the brand: Even if your candidate isn’t the best fit right now, in five years’ time they could become your next client. Make sure to show them your brand’s best side so no matter what happens, they walk away feeling the company love. 💖

Apprentice interview tip #2: What should you look for in an apprentice?

It’s no secret the right hire will add a bucket-load of good vibes to your company—but when it comes to apprentices, the characteristics of an awesome fit might not be so obvious.

Here are the things you should look for in interview to make sure you get the perfect fit:

• Motivation to turn up and succeed: First thing’s first, you obviously want your apprentice to want to turn up. But more than that, you want them to be motivated to succeed way into the future.
• Awesome communication skills: 99% of jobs require some form of communication—even if that just means chatting to your colleagues at the water-cooler. Look out for the way they present ideas and engage with you during the process. Remember though that as newbies to the workplace, they might be shy—and make sure to give them some leeway.
• Self-awareness: At the end of the day you’re running a business—so you want employees to reflect your professionalism. Ask yourself if they dress appropriately/ have the ability or potential to behave professionally/ respond with interest and respect.
• An explorer mindset: Apprentices are there to learn. That means inbuilt curiosity and adaptability is a must.
• Outside-the-box thinking: Creativity is the name of the game on this one. Does your candidate surprise you? Or offer interesting food-for-thought about your company?
• The perfect culture fit: We all know happy employees = a successful brand. The best way to get people wanting to come to work each day is to surround them with like minded colleagues. Think about your brand’s culture and list the key things you need from an employee to fit with that.
• Ace organisation skills: Apprenticeships are hard work. Your candidate needs to show great organisation skills to successfully juggle the work/study combo.

Apprentice interview #3: What questions should you ask?

Before we dive into the actual questions to ask, it’s important to understand what type of apprentice interview questions are at your disposal.

Thinking about your interview questions within the following 5 categories will help you identify which questions are most relevant to the role in question, and which ones you should avoid wasting your time on.

Category #1. Competency-based questions

Just because your candidate doesn’t (necessarily) have experience in the workplace doesn’t mean they don’t have experience elsewhere. Competency-based questions help you establish what your candidate’s good at, and where they got their skills from.

Top competency-based questions:

• What accomplishment are you most proud of and why?
• What would you say your main strength is?
• Describe an occasion when you’ve demonstrated that skill.
• Apprenticeships consist of a full-time job and study, how would you organise your time?
• Tell us about a time when you’ve organised your time well—and when you’ve encountered a challenge.

Category #2.Technical questions

If you’re interviewing for a technical role, you need to gauge how much your candidate already knows. For example, if the role involves computers or lab equipment, they’ll need basic know-how to hit the ground running. Remember not to expect the world and to reassure them it’s okay if they only know the basics right now—after all, they’re here to learn!

Top technical questions:

• Have you used [a particular software type/equipment] before?
• What [software type/equipment] would you use for this role?
• Have you got any previous experience—including work experience and voluntary work—in a role of this type/using these tools?

Category #3. Reaction-based questions

Nobody wants a live-wire in their tool box. ⚡That’s why it’s important to do some detective work around your candidate’s natural reactions. This type of question will show what they’d do in a tricky situation and how good of a mediator they are—so you won’t be caught off-guard in a stressful situation.

Top reaction-based questions:

• What skills do you think are important to… handle a difficult customer/client Connect with colleagues you don’t click with? Etc.
• Describe a problem or challenge you’ve had to deal with.
• Tell us how you think you’d cope in a stressful situation.

Category #4. Motivation-based questions

A big piece of info to uncover is how much your candidate knows (and loves) your company. After all, the more they’re into you, the more effort they’ll put into the role. So, do a little digging around why your candidate has applied and what they really think of your company. ⛏️

Top motivation-based questions:

• What drew you to apply for a role at our company?
• Why did you apply for this particular position?
• Where do you see yourself in X years?

Category #5. Interest-based questions

At the end of the day, this candidate is potentially someone you’ll have to work with for a while. You want them to be their best to help you be your best—and at the root of it, that means getting to know them from day one to make sure they’re a great culture fit.

Top interest-based questions:

• What was your favourite subject at school and why?
• Do you have any hobbies or interests that will help you achieve results in this role?
• Is there anything else you’d like to tell us about your interests or experience to support your application?

Become an apprenticeship interview pro

Apprenticeships are here to stay—and by acing your apprenticeship interview technique, you’re sure to find the best-fit candidates out there.

That’s why it’s so important to get the angle right from day one.

Whether you ask how they take their coffee before they even arrive, or give them room to chat about their hobbies, 90% of your job is to make them feel relaxed enough to allow you an insight.

So, it’s time to grab a pen, sit back and start planning—because by launching your own apprentice program, your company will reap the rewards of some A-player apprentice input.