Weber Shandwick, the world’s most award-winning communications company, has joined forces with Kelvin College to recruit three Modern Apprentices.
The firm, which employees a team of 50 consultants, creatives and designers in Aberdeen, Edinburgh and Glasgow, is enjoying a great start to 2021 and has already bolstered its team with five new recruits this year.
Natalie Buxton, Managing Director of Weber Shandwick in Scotland, said: “We believe that the more open, varied and diverse we are as an industry the better the work we will do. So, whether you’re a school/college leaver, returner or interested in a new career, we are looking for smart people from all backgrounds who are restless and want to do impactful work.
“Our aim as a business is to nurture, grow and retain talent. I joined the company as an Account Manager 15 years ago and many of the team here came on board early in their career and have worked up through the ranks to senior positions.
“The apprentices will get the opportunity to work with some of the communications industry’s best talent, not just here in Scotland, but with colleagues across the UK and globally.”
The apprentices will enjoy a combination of formal and on-the-job training and can expect to gain an understanding of strategic planning, creative, media relations and digital strategy across a range of sectors, including consumer, tech and energy.
Apprentices are full-time, paid employees who will earn while they learn and can be based at any of the company’s offices in Glasgow, Edinburgh or Aberdeen. The apprentices will receive a Living Wage for a twelve-month contract and will earn a SVQ Level 7 Qualification at the end.
Weber Shandwick has won some of the most prestigious awards in the industry; in 2020 Weber Shandwick was named to Ad Age’s Agency A-List and honoured as PRovoke’s Global Agency of the Decade. The agency was also nominated as one of the Best Places to Work in 2019.
Senior Associate Rebecca Halligan, who joined Weber Shandwick through the apprentice scheme in 2017, said: “Becoming an apprentice at Weber Shandwick was an excellent way to join the world of PR.
“I was allowed the opportunity to develop my skills in the areas I enjoyed and have been able to maximise on my potential since joining the team. From working on big brands since day one, training in offices across Europe, and being welcomed with open arms into the team, Weber Shandwick apprenticeship programme is an unbeatable start to a career in communications.”
Police Scotland’s Positive Action Team will be hosting an online information/recruitment event aimed at people from Minority Ethnic communities across Scotland.
This event will give attendees and their families a fantastic opportunity to hear from serving Minority Ethnic officers and their experiences as a police officer in Scotland as well as the opportunity to ask questions.
The event will also focus on the recruitment process and the training, with a unique insight in to life at the Scottish Police College at Tulliallan from a Minority Ethnic perspective.
Saturday 5th June 2021: 10am – 12pm
To sign up, please contact the following email address:
180 posts to include first ever apprentices in onshore wind business
ScottishPower today announced its highest trainee recruitment drive since 2016 as it welcomed COP26 President Alok Sharma to the UK’s largest onshore wind farm on the outskirts of Glasgow.
Today’s announcement will see 180 separate opportunities for young people to join the company’s operations in Scotland, England and Wales. For the first time in the company’s history, apprenticeships in its ScottishPower Renewables’ onshore wind arm are on offer.
A Principal Partner for the United Nations climate change conference (COP26) to be held in the city later this year, ScottishPower is investing £10billion in the UK over five years – £6 million every working day – to double its renewable generation capacity and drive forward decarbonisation.
Its plans include new solar, wind and battery infrastructure, green hydrogen facilities and undertaking the mammoth task of upgrading parts of the country’s energy network to accommodate the expected rapid increase in demand for electricity.
The posts, which range from renewables to networks; procurement and IT, vary from graduate apprenticeships to pre-apprenticeship programmes for school leavers as well as opportunities for those looking to retrain from other industries.
They include:
· Graduates across Engineering, Procurement & IT
· Apprenticeships across Craft & Project Management
· Trainees programmes for Adult Craft & Engineers
· Graduate Apprenticeships
COP26 President Designate Alok Sharma said:“Growing our economy while becoming greener provides fantastic opportunities and I am pleased to see ScottishPower, a Principal Partner of COP26, will be adding so many new green jobs to its current workforce.
“As we move towards our net zero 2050 target, it shows we don’t need to choose between cleaning up our environment and growing our economy. I look forward to continuing to work with ScottishPower and others as we move towards COP26.”
Keith Anderson, Chief Executive of ScottishPower, said:“Roles like these will sit at the very heart of delivering the UK’s net zero ambition as well as the wider green economic recovery. With COP26 coming to the UK this year, there couldn’t be a better time to join us and be part of the green industrial revolution.
“Increasingly people want to work for an organisation that shares their values and strives towards a clear and common purpose they can get behind. Everything we do at ScottishPower is about helping tackle the climate emergency and build a better future, quicker for everyone. It’s a big challenge, but it also makes ScottishPower a hugely inspiring place to work with opportunities to innovate and challenge yourself at every turn.”
Sheila Duncan, ScottishPower HR Director, added:“There are so many opportunities within an energy company that people might not think of, from project managers to quantity surveyors.
“They all share one thing in common, and that’s helping us play our part in decarbonising the UK’s energy. Whether someone is starting out on their career or looking to retrain from elsewhere, there’s never been a more exciting time to join us.”
ScottishPower is one of the largest employers in Scotland and currently has around 5,500 staff at sites across the UK, including 1650 at its Glasgow-based HQ. is the first integrated energy company in the UK to switch to 100% clean energy generation and produces all its electricity from offshore and onshore wind.
Earlier this year, ScottishPower signed up to the new Young Person’s Guarantee and committed to furthering opportunities for young people and those from disadvantaged backgrounds around the UK. This includes grassroots pre-employment schemes in local communities for young people in and around Glasgow.
It is a Principal Partner for the COP26 conference and is developing an energy model that will play a significant role in reaching the UK’s world-leading climate change targets.
ALDI RECRUITING 20 COLLEAGUES IN THE EDINBURGH AREA
Aldi, the UK’s 5th largest supermarket, is recruiting new colleagues to work in its Dalkeith and Hermiston Gate stores opening in September 2021, as a result of its continued popularity and growth across Scotland.
In a welcome boost to the Scottish economy, and to support its expansion in the area, Aldi is looking for 20 Store Assistants across Edinburgh, with training for the role starting in June.
Aldi is a multi-award-winning employer that offers one of the best working environments and competitive benefits packages in the UK supermarket sector, with the majority of Aldi colleagues now receiving a minimum rate of £9.55 per hour, rising to £10.57.
Aldi also creates opportunities for colleagues to develop and progress and has flexible contracts available, as well as healthcare and lifestyle perks for all.
Here, Aldi colleagues give insider tips on how to land a role with the supermarket:
Visit the store before your interview
Deputy Store Manager, Jim Sandhu says: “I’d suggest visiting your local store to watch the team and its daily running. This type of exercise can help candidates demonstrate their knowledge of the store, and display a sound understanding of how it operates. When applying for my role, I had a chat with the Store Manager, who kindly gave me some of their time. This put me in a very strong position in the interview as I was able to speak knowledgeably about how a store operates and identify some of the main challenges a Deputy Store Manager would face.”
Do some desk research
Kelly Stokes, Recruitment Director at Aldi, says: “We always want to see that applicants have done their homework, as that shows how invested an individual is in joining the business. We are currently in an ambitious growth period and are constantly on the lookout for people who are hungry to learn more about us and our ways of working. Candidates who put extra effort in when doing their research put themselves in a great position to start their application and their new career with Aldi.”
Show enthusiasm
Store Manager, Jade Shallow says: “You have to display a willingness to work hard, to be passionate and to be committed to the role. If you can clearly showcase those three areas, then you’re not only going to show that you want to give your best at Aldi, but you’ll also be in a strong position to get noticed by the hiring manager in the first place.”
About the roles available:
Job title: Store Assistant
Salary: £9.55 per hour rising to £10.57
Job description: Hardworking and enthusiastic candidates are being targeted for Aldi’s Store Assistant positions, carrying out responsibilities such as accurate and efficient till operation, stock management and merchandising.
Full training will be provided for Store Assistants over a six-week period and roles are available from 15 to 30 hours a week, with a realistic prospect of progression.
Richard Holloway, Regional Managing Director at Aldi, said: “We are really excited about the vacancies that have arisen across the Edinburgh area, as Aldi’s increased popularity and customer demand for quality products has allowed us to continue with our ambitious growth plan, and create further employment opportunities across Scotland.”
“Working at Aldi means more than just having a job; we really care about our colleagues, both personally and professionally. On top of our fantastic benefits, such as the competitive pay and benefits package, Aldi continues to offer a great working environment and real opportunities to progress within the business.
“We take immense pride in supporting the career development of all our colleagues and invest time and resource in them, in order to keep everyone motivated, fully engaged, continuously challenged and importantly, happy.”
Applications and more information on all of Aldi’s store positions can be found on Aldi’s recruitment website: www.aldirecruitment.co.uk/stores.
Capital Theatres is looking to appoint three key individuals to its team – Director of Finance & Business Services, Director of Development & Head of Creative Engagement.
Under the leadership of a new Chief Executive Fiona Gibson, Capital Theatres is moving into an exciting new strategic phase as it spearheads the cultural and economic regeneration of its communities in the aftermath of the COVID-19 pandemic.
It is now recruiting for three key positions to help it move successfully forwards, including a new post for Head of Creative Engagement, further developing its increasing focus on community engagement and developing artistic talent, and a new Director of Development who will lead the fundraising campaign to support the redevelopment of the King’s Theatre as well as a variety of creative projects.
It’s current Director of Finance, Iain Ross is set to retire after 11 years with Capital Theatres and so the third role is set to steer the organisation financially as it charts its way through recovery and seeks to expand its creative vision.
Director of Development; an important role in the future strategic direction of the organisation, the post will be responsible for devising and implementing a creative and innovative fundraising strategy, of which a key priority will be the King’s Theatre Redevelopment Campaign.
Building on the success already achieved in the early phases of the capital appeal, the new Director will lead the public launch of a high-profile capital campaign, which will see the century-old, iconic landmark in Edinburgh transformed and restored it to its former glory, ensuring its future for generations to come.
Head of Creative Engagement; a new role for a special person who can grow and develop all aspects of the Creative Engagement programme, centring on Capital Theatres’ strategic ambition to co-create high quality projects that make a real difference inside the local communities it serves.
The role will also lead on increasing community engagement around the King’s Theatre Redevelopment Campaign, develop the Studio as a ‘go-to’ venue for emerging artists and new work, pioneer alternative performance experiences for audience members whose needs are not met by traditional models and evolve the organisation’s award-winning engagement activity with people living with dementia.
Director of Finance and Business Services: Resilience and longevity of the theatres is paramount and the Director of Finance & Business Services is pivotal to ensuring the long-term sustainability of the organisation.
The role will manage the financial business case for delivery of the King’s Theatre redevelopment project, along with financial decisions support for the broader organisational strategy including collaboration and co-production with cultural consortia and artistic partners, revenue growth through trading and the cashflow planning and reporting requirements of public and private fundraising.
BECOME A VOLUNTEER TRUSTEE AT PILTON EQUALITIES PROJECT
Make a difference in your local community
PEP is overseen by a Board of Trustees who have overall responsibility and accountability for the Project. They set and maintain PEP’s vision, mission and values; support strategic development of services, establish and monitor policies, monitor employment procedures alongside the Manager, support the Manager and ensure good governance.
About Pilton Equalities Project
Aims to enhance the quality of life for older people in North Edinburgh by continuing to develop services that measurably reduce isolation and which enable people and other vulnerable and isolated adults to actively participate in community life.
Experience Required
Good independent judgement, ability to think creatively, willingness to speak your mind, an understanding and acceptance of the legal duties, responsibilities and liabilities of trusteeship, an ability to work effectively as a member of a team and to take decisions for the good of the charity.
Training Details
PEP, 3 West Pilton Park, Edinburgh, EH4 4EL . Training will be given on commencement of volunteering.
Location/Travel Details
Board meet once a month for 2 hours by zoom. Normally meetings are held in the PEP Office, 3 West Pilton Park EH4 4EL .
Expenses
Public transport and out of pocket expenses paid.
Accessibility Details
Named Contact For Volunteer. Wheelchair Access/Disabled Access Toilet
Radical changes need to be made to the planning and recruitment of social care workers in Edinburgh to offset an impending care crisis.
With the role and value of social care at unprecedented levels owing to the pandemic, Edinburgh Health and Social Care Partnership [HSCP] is being urged to look at digital workforce mapping technology to support the care of the region’s most vulnerable citizens.
The call is being made by innovative care workforce specialist Netli who has developed a range of solutions – working in consultation with multiple industry organisations – to resolve the serious challenges faced in Edinburgh.
Netli has provided Edinburgh HSCP with a detailed proposal offering to support the provision of local care services and is seeking talks with senior officers and department heads to outline the plan in more detail.
The move follows a call in an Independent Review for a National Care Service to be formed, which also underlined the importance of better workforce planning and development to reduce the impact of ever-worsening recruitment and retention problems.
It is estimated that 36,000 people in Scotland do not have access to the care they need. Care UK estimates over 1.4 million people across the UK currently have unmet care needs, with delayed discharges due to the lack of social care costing the NHS more than £500 every minute.
Stephen Wilson, CEO and co-founder of Netli, said that as the sector is not growing fast enough – due to inherent difficulties with recruiting and retaining staff – it is unable to keep up with the increasing demand for care services caused by an ageing population. A care crisis is not just looming, but is happening right now.
Stephen said: “People are already being denied vital care – but that position is only going to get worse if we don’t change the failed ways of the past and look to digital technology to sort out this workforce problem.”
Netli’s solution involves collating workforce data from care providers and making this available to HSCPs like Edinburgh HSCP in real-time. This would offer detailed information to help HSCPs with current and future workforce planning, identifying risks and threats within the industry, comparing and benchmarking against regional and national data, and identifying the necessary supports for care providers.
Stephen Wilson, CEO and co-founder of Netli, said: “Our proposal will enable HSCPs like Edinburgh HSCP, and those across the country, to gather and access valuable data which will help them to understand how to better manage the planning, recruitment and retention of social care staff.
“For example if we can monitor what impact Brexit, Covid or a closure of an individual care provider will have, it means you can react and impose a solution before serious damage is done.
“Having continual access to real-time workforce data, combined with the other integrated workforce tools we have devised, will help to attract applicants to the care sector, improve staff retention and mitigate the risk of provider failure, lost revenue and unmet needs.”
Around 206,000 people work in social care in Scotland, but the Scottish Social Services Council predicts the social care workforce must grow by 2.2% each year.
However, the sector had around 14,000 vacancies and growth has stalled at just 1.2%. It comes as the Scottish Government acknowledges that “recruitment and retention of staff working in the social services sector has long been seen as key to improving service provision, standards and outcomes”.
Stephen said: “The facts speak for themselves: we need to radically improve the way we manage and process recruitment in the social care sector.
“But, crucially, as well as the pandemic shining a new light on the importance of good social care, it has also provided a platform to showcase a career in social care like never before.
“The new respect and value that social care now has should act as a trigger to encourage people in say, retail, hospitality or travel who have lost their jobs because of the pandemic, to take up new roles in social care.
“So when the UK opens up post-Covid, social care can be a key sector to support the economic recovery of the nation. “
Netli plans to contact all HSCPs in Scotland – as well as consulting with the Scottish Government – with the aim of securing country-wide support and take-up of its services. They also want to speak to care providers who can become ambassadors to press for change with local authorities.
Stephen added: “We believe we can play a key role in helping HSCPs and Scottish Government to ensure the continuous provision of consistent and uninterrupted care in communities across the country.
“Every person employed into the care sector will positively impact the lives of at least three people in need of support. This year, Netli wants to help at least 10,000 people to gain employment in the care sector who, in turn, will support 30,000 people.
“But if we secure the wide scale take-up from local authorities, and from those in Scotland, that we are looking for, we could see 100,000 jobs being created.”
Netli’s proposal to Edinburgh HSCP – titled ‘The Continuous Provision of Consistent and Uninterrupted Care’ – consists of three integrated solutions to cover the entire lifecycle of the care workforce:
CareJob.co – a job board specific to vacancies in care, developed to increase recruitment into the sector;
Workforce – an end-to-end recruitment and HR system built specifically to speed up and improve the recruitment and retention process for care providers; and
Workforce Portal – a database of available care workers, giving care providers 24/7 access to a permanent pool of staff to reduce the risk of staff shortage.
The company, which rebranded to Netli from its previous name Novacare in preparation for its planned expansion this year, has developed its product offering over the last five years in direct response to the care industry’s demands for bespoke support and solutions.
Lloyds Banking Group has unveiled the next stage of its plan to boost Scotland’s fintech workforce in the fastest-growing digital economy outside London.
As part of the launch of its new tech hub in Edinburgh in March 2019, Lloyds announced a recruitment drive to create a new 500-strong team tasked with helping transform the digital experience for Bank of Scotland, Lloyds Bank, Halifax and Scottish Widows customers.
As part of the next stage in the development of the digital innovation centre, it has now joined forces with Fintech Scotland on the hunt for the country’s most exciting start-ups and young businesses for a new partnership.
The new incubator programme – Launch* – based out of the Edinburgh hub – will bring together start-ups and scale-ups to tackle the challenges of digital services and sustainability, with plans for its first industry showcase next year.
In addition to the tech hub’s team of software engineers and other digital roles which is more than 50% complete, – the first specialist mobile quality engineering team was created, adding an additional 16 roles to the tech-based talent pool in Scotland.
The Edinburgh hub was set up with the aim of transforming how the bank operates behind the scenes, creating new services and tools for customers, as well as enhancing Scotland’s thriving tech community.
Philip Grant, Chair of Lloyds Banking Group’s Scottish Executive Committee, said: “We’re putting lots of energy into shaping the financial services of the future to meet customers’ changing needs, and having cutting-edge fintech talent in action behind the scenes is key to keeping customers connected to their finances.
“We have just launched a pilot Scottish Widows mobile app to help reinvent saving for workplace pensions customers. Using digital features built by our engineers in our innovation labs, it will enable millions of people to start engaging with their pension in a similar way to their everyday banking by helping them see a clearer picture of their financial future.”
Nicola Anderson, Acting Chief Executive, Fintech Scotland, said: “Creating opportunities for collaboration across Scotland’s competitive tech scene will drive innovation as start-ups work together with established financial firms on how to trailblaze the industry’s future in partnership.
“The Launch innovation labs highlight Lloyds’ commitment to developing talent in fintech. It provides a boost in confidence for the industry and shows the power of collaboration for mutual benefit – we’re looking forward to seeing the results in next year’s industry showcase.”
The Group continues to be an active member of the wider technology scene in Scotland, hosting more than 5000 delegates at events and training sessions at its city centre hub last year as well as regular online webinars and courses.
At the start of the year – before the pandemic – it hosted more than 500 delegates at a number of events, including Queercode, the first LBGTQ+ coding meet up in Scotland. As well as working in partnership with Fintech Scotland and SQA-accredited digital skills academy CodeClan, the bank has also invested in providing training for colleagues who want to diversify into careers in technology.
It launched its own coding academy in 2018 which has now expanded from Edinburgh across the UK, as well as the WomenConnecTech network, to help provide opportunities and support to women looking to build careers in computer science. Graduates of the coding academy are now established software engineers working within the digital labs.
Scotland’s national fire service is reaching out to members of the LGBT+ community to encourage them to consider a career in the fire service.
The Scottish Fire and Rescue Service is inviting underrepresented groups to a dedicated online information session about operational and non-operational roles.
This month, an exclusive session is being held for members of the LGBT+ community.
Liz Barnes, Director of People and Organisational Development for the Scottish Fire and Rescue Service, said: “As an equal opportunities employer, we strive to ensure our workforce represents the communities we work in.
“We want to reach out to diverse groups. This can help increase the number of applicants, which means that we will get the best candidates applying for the right job.”
In October 2020, due to COVID-19 restrictions the information sessions moved online for the first time.
This month, online sessions continue with a dedcated LGBT+ event on Wednesday, January 20 between 6pm and 8pm.
Liz continued: “During the sessions, we’ll aim to answer questions about the range of careers available in the service and how you can apply for these roles.
“It’s also important for us discuss any challenges you feel there are and how we may assist in overcoming these.”
Anyone who wishes to attend can sign up via Eventbrite– places are limited however, there will be a holding list for future events.
More online information sessions are planned for other underrepresented groups who are interested in learning more about careers in the fire service.
