BT CASE STUDY
James Grigor is Director of Internal Audit for
BT. Having driven the early adoption of the
CIMA apprenticeship scheme at BT James
shares his experiences, the early successes
and vision for the future of the programme.
Why did you establish your apprenticeship
programme?
What are the benefits of employing
apprentices?
How do you screen applicants for these
qualities?
BT has been running apprenticeship schemes
in different functions for many years. Until
recently we hadn’t operated an apprenticeship
within BT finance. Part of the catalyst to create
the programme in 2012 was the changes made
to university fees. We recognised that many
talented and capable young people might no
longer have the option of a university education
and we wanted to offer an alternative route.
This opportunity to support young people in
their early careers is something we feel strongly
committed to and it aligns well with BT’s values
and our CSR aims.
For employers there’s a great deal of benefit
in tapping into the enthusiasm of these very
capable young people. Many employers
comment on the shortage of skilled
people available to hire into roles in their
organisations, one of the surest ways to address
the skills gap over the long-term is to create
your own talent pipeline. There are significant
numbers of young people out there looking for
an opportunity to shine.
We run a very rigorous assessment centre
to finalise selections. This comprises of a
welcome to BT and some information about
the apprenticeship, tests of numeracy and
reasoning skills, a group exercise based on team
working skills and an opportunity for a Q & A
with our existing finance apprentices. Finally
we invite a shortlist of successful applicants
from the assessment centres to attend a
final interview, following which we decide if
we will be inviting the applicant to join the
programme.
What drives your passion for the
programme?
I myself didn’t take the traditional University
route having entered the workplace
immediately after completing my A-levels.
I was fortunate that my employer gave me
tremendous encouragement to take my
What qualities do you seek in apprentices?
Numeracy of course is a priority, being
comfortable working with numbers and
numerical reasoning is a required strength.
Communication skills are also very important
to us because finding the right solution
to a problem is only part of the role they
are preparing for. Our finance apprentices
must be inquisitive problem solvers, able to
communicate and influence people in a way
BT is a CIMA premier partner and we work together on the
continuous professional development of the finance community
and in particular the promotion of our apprenticeship programme.
professional exams and become a Chartered
Management Accountant, so my own
personal experience drives my passion for the
programme.
that drives the right decisions and behaviours.
Whilst studying and working full-time, showing
commitment and managing time is also very
important.
How do you manage the career
expectations of Gen Y apprentices?
One of the challenges is that many of these
young people are entering the workplace
for the first time, they are inexperienced but
very ambitious. How we structure the work
experiences is aligned to the needs of our
business but it is also structured in such a
way that it fulfils the practical experience
requirements of CIMA. We are clear from
the outset in respect of our performance
expectations, in work and in examinations, and
we have a defined reward structure aligned to
levels of success in each. Apprentices rotate
around the business during the scheme, which
enables them to have insight into different
parts of BT and broaden their work experience.
As a global corporation apprentices also have
the opportunity for international travel. With
these insights over the four year period, we are
aiding career decisions for when they roll off
the programme.
Please turn over...
How do you support your apprentices?
Support for the apprentices is multi-faceted.
Each of our apprentices is assigned to a
buddy, someone who is or has been on the
same training journey very recently with BT.
Apprentices and line managers are guided in
how to support the apprentices now working for
them. We have a dedicated co-ordinator for the
apprentices who hold regular 1 to 1 meetings
with each apprentice to monitor their progress
and offer guidance and support. During the first
year of the apprenticeship they are assigned
a tutor from our training provider who meets
regularly with the apprentice and line manager.
The examination preparation is delivered by BPP
and we offer study leave as well as leave to sit
examinations. Apprentices are also invited to
attend informal roundtable lunches with senior
managers including Tony Chanumugam our
group finance director.
How has CIMA supported you with your
apprenticeship programme?
BT is a CIMA premier partner and we work
together on the continuous professional
development of the finance community and in
particular the promotion of our apprenticeship
programme. We advertise our vacancies
through the CIMA My Jobs website and inform
teachers and career advisor of our scheme at
CIMA events.
What advice would you give to other
employers?
I would advise other employers to get involved
too. Take time to set up your programme, learn
from other organisations already on the journey
and seek the support of CIMA who are available
to provide valuable insight. Like every successful
recruitment - the key is to make sure your
hiring approach attracts and identifies strong
candidates. Once on-board ensure that your
apprentices benefit from a first class induction
and development programme.
What ambitions do you have for the
apprenticeship programme?
There is already a high-level of recognition for
the apprentices we have brought in to BT over
the past two years and that is tremendously
satisfying. My ambition for the programme
would be that some of the young people we
take into the programme each year will be so
startlingly good that they will be recognised as
talent within BT and I will see their careers
take-off within just a few short years.
There is already
a high-level of
recognition for the
apprentices we have
brought in to BT over
the past two years and
that is tremendously
satisfying.
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