This blog celebrates some of the encouraging employer feedback we have received about Queen’s students during our employer events and activities over the last year.
Beth MacDougall, Student Recruitment Associate at EY welcomed a group of Queen’s students for our recent #QUBWorkShadowingWeek. She told us: “What a brilliant day meeting these fantastic Queen’s students! We couldn’t have been more delighted with our first event back in person! The students developed an understanding of the different roles we offer, and were keen to know what it’s actually like working here day to day. Biggest thank you to all those in the group for signing up and being fantastic participants – we can’t wait to see what all your futures hold!”
“Delighted to see classroom learning translated into a professional environment”
Louise Dooley, In-House Recruitment Specialist at Andor Technology welcomed a group of Queen’s students for our recent #QUBWorkShadowingWeek. She told us: “Andor Technology were delighted to be one of the partner organisations participating in #QUBWorkShadowingWeek. We welcomed students from Mechanical and Electronic Engineering and Physics disciplines. Thank you for helping us provide opportunities for students to gain valuable insights into the world of work and how classroom learning translates into a professional environment.”
“Eyes opened to the future potential”
The Interior Fit-Out Team at Graham welcomed a group of Queen’s students for our recent #QUBWorkShadowingWeek. They told us: “We opened the doors to 7 students from Queens University Belfast to see and learn about the works being carried out, whilst giving them an understanding of how a live project runs.
Project Manager, Eóin King MCIOB along with Contracts Director Neill Gillespie MCIOB took the students on a tour of the project and shared their own experiences of working and studying whilst building their career within GRAHAM. We were pleased to hear from student participants that their eyes had been opened to a potential future in the construction industry as a result of the visit.”
“Important real-life insights”
The Bloc team welcomed a group of Queen’s students for our recent #QUBWorkShadowingWeek. They told us: “Recently we had the pleasure of welcoming students from Queen’s University Belfast onsite. The main objective of the day was for students to gain very important real life organisation insights. The students got an insight into Bloc, the sector and got the opportunity to observe professionals in practice.”
“Learning from graduate engineers”
The team at Dawson-Wam welcomed a group of Queen’s students for our recent #QUBWorkShadowingWeek. They told us: “DAWSON-WAM were pleased to support #QUBWorkShadowingWeek offering students work shadowing opportunities with NI employers. Our students Kieran and Alice got the opportunity to visit our Shimna Flood Alleviation Scheme in Newcastle, Co. Down. Their site experience included a mini survey camp hosted by our Graduate Engineers, James Carinduff and Conor Magorrian.”
“Great to meet students interested in grad opportunities”
Leah Tohill, Recruiting Graduate Talent, First Derivatives took part in the #QUBStockMarketChallenge. She told us: “It was great to meet so many students that were interested in the graduate opportunities First Derivative have to offer. Congratulations to Charles and Toby who won the Stock Market Challenge. We’re delighted that you picked First Derivative as your first choice for an Insights Day.”
“Quickly grasped the flavour of the work we do”
Niall Elliott, Legal Professional at Baker McKenzie welcomed a group of #QUBStudents for our #QUBCareersinLaw Insight Programme. He told us: “It was great to meet some of the #QUBStudents in the Baker McKenzie Belfast Centre as part of the Careers in Law Insight Programme 2022.
The group quickly became familiar with the various teams that operate from within the Belfast Centre. This was followed by a negotiation task to give the students a flavour of the kind of work we do.”
“First-hand experience of legal expertise”
The team at Carson McDowell welcomed a group of #QUBStudents for our #QUBCareersinLaw Insight Programme. They told us: “Senior Partner Neasa Quigley and Partner Gerard Armstrong hosted students from Queen’s University Belfast as part of their #QUBCareersinLaw Insight Programme 2022. Having enjoyed some ice cream on arrival, a team from Carson McDowell took participants around the legal world, giving them first-hand experience of a range of legal expertise.”
“Will welcome students back as colleagues”
The team at Herbert Smith Freehills welcomed a group of #QUBStudents for our #QUBCareersinLaw Insight Programme. They told us: “We were delighted to host a number of Law students from Queen’s University Belfast as part of the #QUBCareersinLaw Insight Programme 2022.
The students met some of the Belfast team and gained an insight into our Alternative Legal Services practice group.
Belfast colleagues and Queen’s University alumni Linet Kurian and Luke Osborne shared their experiences since joining HSF and how their careers have progressed from starting as a Legal Analyst.
The Belfast team really enjoyed meeting with the students and hope to be able to welcome some of them back as colleagues in the near future.”
“Delighted to network informally”
The team at MKB Law welcomed a group of #QUBStudents for our #QUBCareersinLaw Insight Programme. They told us: “Lynsey Henderson and Ruairi Maguire were delighted to speak at the final session of the #QUBCareersinLaw Insight Programme 2022, giving students an overview of their legal career, answering questions in a panel discussion, plus chatting informally with attendees afterwards at the networking buffet.
Thank you for a fantastic event.”
“Incredible ideas and presentations”
Beth MacDougall, Student Recruitment Associate at EY met a group of #QUBStudents on our #QUBInsightIntoManagement Programme. She told us: “EY were absolutely delighted to participate in #QUBInsightIntoManagement Programme with Ruby Hopkins and John McMorrow acting as group facilitators over the course of the programme.
A truly fantastic event. We completely in awe of the incredible ideas and presentations all of the students gave and were thrilled to attend as judges.”
Francesca Morelli, Co-Founder of VAVA Influence took on #QUBStudents as part of #QUBImpactProject. She told us: “We are delighted to be taking part in the #QUBImpactProject for the second year in a row as employers. In partnership with #QUBImpactProject, we’re hiring two Part-Time Marketing & Events Interns to work with us at VAVA Influence | Influencer Marketing this summer. We had some amazing applications; looking forward to welcoming the talent from QUB!”
Peter McCleery, CEO at Get Sociable took on #QUBStudents as part of #QUBImpactProject. He told us:
“We’re very grateful at GetSociable for all the help from @QUBCareers. The calibre of students has been hugely impressive, and we look forward to continuing our relationship with Queen’s University Belfast as we grow.”
COMMERCIAL AWARENESS AND IMPROVING BUSINESS PRACTICES
“We actively encourage our students to research their target industry to develop a commercial understanding and a big-picture focus of the challenges an employer is facing – so they are better placed to communicate how they can actively contribute to improving business performance,” says Sandra Scannell, Head of Employer Engagement at Queen’s.
Courtney Ward, a Quality Team Leader at Randox adds: “Commercial awareness means having a real understanding of all the key companies operating in a specific industry or sector, a knowledge of the different products that those different companies sell, what services they offer. We demand graduates who have done their market research, and know who the key players are in their area.”
EMBRACING WORKPLACE SYSTEMS & TECH
“Even outside the tech sector, employers are demanding graduates who can embrace innovation to maximise performance,” says Sandra. “Queen’s students not only understand, but they ‘live’ technology.”
Dermot Murray, Senior QA Engineer at Version 1 says: “In terms of innovation and bringing a fresh perspective to companies, Queen’s graduates are at the forefront of theoretical thinking. We demand graduates who can apply this knowledge into the real world and be the catalysts for leading change.”
THINKING LATERALLY: PROBLEM SOLVING & CREATIVITY
“Problem-solving abilities are essential in virtually any graduate role,” says Sandra. “Employers want to know graduates can think strategically to tackle challenges and that they can use creative thinking to develop innovative solutions.”
Leona McGirr, a Team Leader at Fusion Antibodies says: “We want graduates who can think ahead and see the bigger picture; see how one little thing can impact another. It’s about having a different viewpoint and a different perspective on a problem. That’s key.”
WORKPLACE CULTURE: EMOTIONAL INTELLIGENCE AND RESILIENCE
“In the global graduate job market, employers value cross-cultural sensitivity and emotional intelligence,” says Sandra.
“Employers want to know that graduates can respond well to change, and that they have the ability to identify and deal with their own emotions and to recognise and understand the feelings of others.”
Rebecca Sinclair, a Student Talent Advisor at EY’s London office says: “Emotional intelligence is particularly valued in professional services, in the roles that you’re working with clients, and you’re building those relationships with clients. We value graduates with that emotional intelligence skill, who are able to collaborate really well with colleagues or with clients and build positive relationships.”
FUTURE LEADERS: INFLUENCING, PERSUADING AND TEAMWORK
“The mark of a leader is getting true buy-in from colleagues, clients and bosses. It involves good communication, persuasion and negotiation – but ultimately, it’s about graduates with the ability to sell their vision for the future,” says Sandra.
Viktorija Mikalauskaite, a Senior Associate in the Legal Department at FinTrU says: “Influencing is a combination of communication and persuasion and negotiation, but it also involves confidence, which is an extremely important factor. We value graduates who can flex their communication style, according to their audience.”
Natasha Sayee, Head of External Communications at SONI Ltd, the electricity system operator for Northern Ireland on how she harnessed her passion to drive her career.
Don’t rule anything out
When I was at Queen’s, if you told me I’d end up as a senior manager at a utility company, I really don’t think I would have believed you. I have a love of geography and environment and of nature. And I was a young Greenpeace activist. But I also had a love of debating, of the stage and of public speaking and was involved in local radio from I was about 16. . I wanted to be on TV. And I wanted to move in to reporting using my investigative nature, my passion for public speaking and my love of current affairs to become a reporter. And that’s what I did. I completed a Law degree. Then I moved to England where I did a post grad in Broadcast Journalism, worked my way through the BBC, until I was the most senior general reporter in the Belfast newsroom, and acting Ireland correspondent. And I worked on every story imaginable from the MTV Europe awards coming to Belfast to the unfortunate economic downturn and from elections to crime. I was at the top of my game, but it wasn’t exciting anymore. It wasn’t a challenge. And so I stepped into business, I haven’t looked back, I lead a team of amazing PR, Media Communications and engagement specialists doing the most challenging work I’ve ever done. What’s amazing about this role is that it’s a complete blend of everything I’m good at and interested in, so people, current affairs, and with that focus that we have on climate change. Well, I just come full circle in terms of my love for the environment and sustainability, which I really care about.
2. Challenge yourself
I am really passionate about what I do. And if it’s challenging, then I bring my best every day. If ever it forces me to drive hard, then it is something I will stick with. And if you’re like me with a fire in you, with that drive, harness that passion, hook it into your career, and keep moving until it feels right and you will succeed. A Law degree from Queens has provided me with a really solid platform to allow me to make all of these jumps and leaps. It says to an employer that you’re informed, you’re considerate, you’re investigative, you’re confident and analytical. You could be a judge, it could be a barrister or a solicitor, an in-house solicitor, or you could become a reporter, or you can become a business leader… with a Law degree from Queen’s, really the world is at your feet.
3. Don’t be blinded by passion
I think at times my passion has blinded me, particularly perhaps when I was at the BBC, where I would have gone through walls to succeed without perhaps taking on board others or their feelings or collateral damage, really. And you can really only get so far on the steam of your own passion. To be truly successful, you need to take that passion, use it to motivate others, collaborate with them, understand what makes them tick. And then think about how you can combine all that fire together to achieve. All that’s possible. Passion is a great thing to have. It’s a warrior’s traits, but create your battalion. Don’t do it on your own, network and make those friends for life. I mean, my best friends are my family. I met them at Law school at Queen’s, they’re my units; they’re my power source. I just couldn’t imagine life without them.
4. Be a team player
You know, people with passion are warriors, we’re fierce, we’re strong. But I’ve learned that that can be intimidating. And that can lead to isolation. So don’t do a solo run, find your squad, find your network, your Battalion, you’ll achieve so much more together. And it will be a much better experience for you. You need to be empathetic as well. What issues are your colleagues dealing with at home? How can you support them? You know, really, relationships are the absolute cornerstone of good business, taking time to get to know those you’re working with. If someone doesn’t sound right in the phone, you’ll know that they there’s something wrong or if someone is on a video call, but maybe isn’t making as much of a contribution as they would normally. Well what’s going on, you know, you need to find that out and try to help that’s really important.
5. Give your passion context in an interview
If you’re interviewing for a role, display your passion proudly, and it will shine through, but make sure you back it up. And that means giving examples of how you’ve put your passion into play, to go the extra mile, whether that’s being top of your class in your subject, whether that’s volunteering, coaching others or taking on extra training. And try to keep a lid on your passion during an interview. What I find throughout my whole career, and it continues to this day, is that nerves and passion can be a really dangerous combination. So it can go one of two ways. You can appear arrogant and overconfident, , or you can get jittery, and you can end up waffling. So breathe, prepare, prepare again. And when you get into that room, whether you’re presenting or you’re sat in front of an interview panel, plant yourself, like a big oak tree, you know, really sink your feet into the floor, like you’re growing roots, and take some time to blossom. Channel that passion that you have to keep focused on what’s important and look after yourself and others. Passion is an exceptional standout quality. But it is like magic. And you have to challenge it and control it and make it work for you.
You can stream Natasha’s recent talk on the Gradfest2-21 site here:
Rebecca Sinclair, a Student Talent Advisor at EY’s London office on why employers value cross-cultural sensitivity and emotional intelligence.
What is cross cultural sensitivity and awareness and why is it so important in the workplace?
I think for me cross cultural sensitivity is really about cultural awareness and being able to work with different people from different backgrounds to you at any level. So maybe as a student, you know, working in teams of different people, welcoming people from different backgrounds to yourself. And then also, when you’re working your colleagues, your manager will when you become a manager, the people that are working with you might be from different backgrounds, or cultural backgrounds or otherwise. So I think cross cultural sensitivity and cultural awareness is being aware of those differences and celebrating those differences so that everyone feels like they can bring their best self to work really, or to whatever environment is,
Do you think an international experience like study experience or work experience abroad might help develop that skill?
Definitely, I think any experience you can get that puts you in a maybe out of your comfort zone, or that helps you to meet people from different backgrounds, you get different experiences under your belt will, will help. And there’s no better way to get exposure to different cultures and different ways of living and different lifestyles really than to travel. And things like a year abroad or study abroad or traveling, you may not always get the opportunity to do that at a later date. So the more you can make the most of opportunities that come your way the better I think.
What is emotional intelligence? And how is it valued in the workplace?
I’ve actually done some learnings about this. Recently, we have had the EY badges programme, and I’ve done their badge in Teaming. So quite a lot of the learning was about emotional intelligence and more of the people side of things, I think. So emotional intelligence is different to, kind of, IQ that you actually think about. Emotional intelligence is having that understanding of other people around you, and learning to be aware of other people’s emotions, or how they might be handling a situation so that when you’re talking to people, you’re working with people, you can pick up on those natural indicators of how they’re feeling. And if you’re, you know, delivering news, you can start to get to know that person. So you can think, you know, what questions might they have that are going to come up from this? What concerns or other emotions might they be feeling? So you can be aware of that so you can learn to adapt your style, so that you can work with them really well?
What type of role would require emotional intelligence?
To be honest, I think any role that you are dealing with any people in any, any platform, it would be useful skill to have in terms of emotional intelligence. Particularly in professional services, the roles that you’re working with clients, and you’re building those relationships with clients, which for us personal services, it’s what we do giving guidance to clients. So having that emotional intelligence skill, being able to collaborate really well with your colleagues or with your clients can really help and you can build that positive relationship with your client. So it is definitely something that we look for, throughout the process, that ability to work with others that are different to you, if you’re in a group exercise, making sure you’re read in the room, and you’re making sure that everyone’s you know, everyone’s comfortable, and they’re able to share what they think if someone’s being a bit quieter, you know, check in and see if they have any thoughts that they want to share what they think about that’s been discussed so far. So it is definitely a really important skill that we look for during the process.
What other skills are linked to emotional intelligence?
So yeah, there’s loads of strengths that are closely related to emotional intelligence. The ones that come to mind are resilience. So that’s one of the key strengths that we look for throughout the process. So resiliency, to keep a positive mindset and when challenges and problems come up, maybe you need to take a minute, think about what’s happened, regroup, and then keep towards that goal that you want to achieve and maybe that goalpost might change, but you still have that resiliency in you to keep going. So resiliency is a key one, and that links to team working and emotional intelligence, you know, being able to kind of rally your team around you, if you’re going through maybe a budget cut, or the switch to working virtually rather than work in the office, you know, trying to keep positive and, you know, working with your team to help everyone get through what could be a talent or could be a difficult time. So resiliency is definitely a key one. And the other one I’ll mention is adaptability. So this is another one of the strengths that we look for being adaptable is really about links very closely to resilience that looks better as a team working, and it’s about being able to adapt to changes that come your way. So if a that’s the scope of a project changes, or the budget gets cut in half, it’s about being able to still regroup, figure out what changes you need to make implement these changes. So maybe you need to have a change of timeline. And you might need to think, okay, what’s now our biggest priority, because we’ve got less time to get things done. Or if a date changes to five years in the future, maybe this project now needs to completely change, it becomes something different for the time being, until there might be other priorities that you need to work on. So I think being adaptable, and being able to collaborate with others around you know, what you can bring to the table, knowing your own being aware of your own emotions, and what you’re good at and what you’re bad at. And when you perform your best is all really closely linked, I think,
How would an employer, for example EY, assess emotional intelligence?
Our application process is partly through, like online tests. And we have a job simulation, which is the third stage at the final online test, and that’s linked to the job that you’re going to be doing. So for that one, you’ll get questions that are linked to the role. So say you’re applying for consulting or you’re applying for insurance or tax, it’ll be linked to that role. And through the questions that you’ll get there. We’ll be looking for that, that strength. So how do you work with others around you? How do you handle a change in in what’s going on? So you might get questions around, you know, how would you handle this particular situation? Or this news has come out or this something’s changed in the- your managers running late? Or the client wants something different? How do you handle that? So we’re looking for that resiliency? We’re looking for that collaboration? How do you work with others? And then at the Assessment Center, which we call that experience day, you’ll have different tasks that you’ll do. So some of them will be one to one, some of them will be in a group. And throughout, we’ll be looking for that collaboration, strength. So, you know, how do you work in a team? How do you communicate your ideas, and also how to make sure that everyone else is also contributing their own thoughts, making sure that everyone’s getting the chance to share and hope bouncing ideas around and how you then kind of bring those ideas together into the final outcome. And then the last stage is the final interview. And this is with a senior member of the team that you’re applying for. And again, they’re really looking for that collaboration, you know, so you might want to have some examples in your mind of how you’ve worked in a team, what the team achieved, but also, what did you personally do towards that team success? How did you support the team? How did you make sure that everyone, you know, kept going? Did you face some challenges? How did you regroup and keep that going positively? So it’s a vital skill anyway, but it’s definitely really important for us because we work so much with clients. So it’s a really key area that we look for.
And how can you develop that skill?
So, there’s two different ways to think about it. So there’s sort of thinking about the theory side of things and developing the strength. So there’s loads of good resources that you can do in terms of EY, I’ve done the EY badges. So I’ve done I could spend hours talking about it, but I’ll keep it nice and succinct. So I’ve done the teaming badge, which is very much about you know, how you work in teams, how you can make sure that the team is working effectively. Maybe you’re working like virtually as we are now maybe you’ve got colleagues that are in a different country or a different time zone, you know, how do you work together? So there’s learnings he can do through those kind of badges. There’s also a badge about diversity and inclusion. And that was where I learned a lot about, like cross cultural, we’re talking about a bit earlier about how you can work with people from different backgrounds. So there’s learnings you can do in that. And there’s lots of good courses on things like Udemy, about working effectively in teams and cross collaboration and cross cultural experiences. There’s also things you can do like on watching TED Talks. So I watched a really good TED talk that was called the power of introverts. And that was about something about their experiences of being an introvert and how they’ve gone through that experience, and how you can be making sure that those are quieter, and your team can still feel included. So there’s that kind of learning aspect to it. So is that good books and TED talks and YouTube videos that you can get involved in. And then there’s also the experience side to things. So when you’re thinking about your own experiences, whether it’s like workplace, so anything working in a team, you know, a consulting firm, or working in a team at a supermarket, or working in a team at a cafe or anything? What team experiences do you have? You know, try and think about who’s on your team? Or who’s in your, your business area? And how do they- How do they work? You know, and think about your own experiences? When are you happiest? What are you doing at that time? When do you feel stress, what might be causing that stress? And the more that you can learn about your own performance and your own emotions and what kind of drives you, you can then start learning about other people. And then you can bring that into practice, when you’re thinking about interviews and preparing the interviews, and thinking about what teaming experiences you’ve had, and it’s the in what did the team do? What did the team achieve? And then what have you done towards that? What’s your personal contribution to that team working?
Do you think a gap year might develop that skill a lot more?
So from my personal experience, I always went straight into the next stage, and I never took a gap year or year abroad or anything like that. It’s not essential, it’s not something that we look for, you don’t need to have it. But I do think that having that year abroad, or that experience says something a bit different, can definitely add to your, your strengths and your experiences. And especially it can give you a good platform to talk about, you know, challenges that you’ve gone through I know, some of the offer holders that we’ve had recently have talked about experiences like volunteering abroad and working in teams of people from lots of different countries and helping a community or doing something that’s just a bit different and a bit out there. So it can definitely add to your experiences your application and show that you’ve had these experiences and what you’ve learned from them. And it can get you to something a bit different to stand out. I think.
Do you think that travel can actually develop those qualities such as resilience or productivity, for employment in the future?
Yeah, I’m sure it would, I think resiliency is a difficult skill to master. So the more different experiences you go through, and you might have to face challenges and overcome them can definitely help build towards that. And many people do years abroad, or they spent time living in it in a different country that they would never have the opportunity to do. So you’ll naturally develop some strengths that you probably never would have had the opportunity to develop if you hadn’t had that opportunity. So I think it can definitely help to build your resiliency skills and learn more about yourself throughout that process as well. And also, it’s a great experience to try something different level a different country and you know, do something a bit different.
And so, why would employers like EY, for example, value resiliency or flexibility, in their employees?
So I mean, there’s gonna be loads of reasons why we look for it, but it’s definitely something that we look for throughout the process. I mean, look for it in our people. We’re very people focused organization, both in terms of the work that we do for clients, you know, we provide guidance to them, and what the client will need is constantly changing and evolving. A lot of the stuff we’re doing at the moment is on digital innovation and, you know, industries being massively disrupted by innovation and tech and especially that’s been escalated over the last year. Working virtually. So it’s a rapidly changing industry, a new regulation can come out or there can be a massive change in the wider environment like this last year has shown. So companies, our clients need to rapidly adapt. So we need to be there for them. And we need to be flexible and adaptable. And we need to be thinking about you know, what’s out there? Is there a new tech coming out? Or is there a new regulation coming out that might need to be thinking about so that we can be that go to advisor for them.
And so is that why employers look for someone who’s adaptable?
Yeah, so we call it agility in terms of the strength that we look for. So it’s about being agile to new, new things out there, whether that’s a new regulation, or a new way of working, or a new opportunity for one of our clients. And we look for that strength through your experiences, whether it’s, you know, previous work experience, or whether it’s working in a team, in a sports club, or working in some other some other experiences you’ve had in your personal life where you something changed. And, you know, it got through a difficult time or the last year and how you adapted to that and, you know, studied from home or worked from home or did something different. So we look for that agility, skill, being able to take on new opportunities, learn new skills, learn new, pick up new information, and then apply it to what we’re doing. So where you might have been our client site and been able to go up to a client and ask their advice. And the same in the kind of student environment, you might have been working in a team on a team project, and you can all chat and bounce ideas in person. And then you have to adapt that to online. And maybe you’re on a zoom call, or Microsoft Teams call or something else to then try and hash out ideas and figure out what you wanted to do. And it’s about how did you adapt to that situation? And what did you learn from that time?
How do you think employers can test a candidate’s agility?
So we like to look for that strength. And we like to challenge so you might have questions like, you know, what would you do? Or how would you handle if your client disagreed with you? Or how would you handle if your manager wanted to go in a different direction, and we’ll be looking for that response of how you’d handle the client, or how you’d handle your team. And maybe you’d, you know, reflect and go back and get some more evidence to support this change. Or maybe you’d work closely with the client on what they what direction they wanted to go in. And really, we’re looking for how you handle that situation, how you think about the clients best interests, how you maintain the integrity throughout that process, as well. So it’s the integrity of the company. And it’s also thinking about the client and how we can be supporting the client to get the best outcome for them as well.
How do you think students should use a gap year to develop skills such as agility?
Yeah, so I think it’s all about putting yourself out of your comfort zone during that experience. So whether it’s some kind of travel, or whether it’s some kind of volunteering, work, you know, think about what, think about why your comfort level is where you are now, and then try and think of things that are going to challenge you and they’re going to help you develop. So I didn’t take a gap year, but I did a volunteering project in Borneo, Malaysia. And we were working with a, a center there that work with disabled children, and we were building a sensory garden for them. And so through that experience, I had never had any real life experience of that before. And so it took me out my comfort zone, I was in a different climate, it was really hot and muggy that all the time, which I wasn’t used to. And I was working face to face with loads of different children I hadn’t met before, I hadn’t really had experience working with children before, and especially children with different kind of learning abilities. So that definitely put me on my comfort zone. And then I talked about that in my interview, but how I’d worked in a team with the other people that were there with me and we’re done like the physical work building this playground, but we’d also had this learning opportunity that hadn’t experienced before. And so you could talk about what you learn from it experience, how it’s then helped you when you go on to work with different people that you haven’t worked with before and from that learning so you can show that you’re really comfortable with working with different people. And you’ve had this experience and you’ve gained this from it.
Would you recommend something like that, like volunteer experience?
I would recommend, like I said, anything that puts you out your comfort zone, and especially through the last year, there’s probably lots of different places that need support at the moment. So I think any experience that you can get that will put you out your comfort zone, that will help you to learn more about yourself and also more about others around you can help. So there’s loads of different volunteering opportunities that you can do, whether it’s more, you know, working with people, and there’s opportunities like in a teaching English in different countries, or working with children or working with adults, or there might be opportunities more like project based, like helping to clear up some land or build a house or something like that. And there’s also opportunities closer to home, I find that there’s like National Trust opportunities you can get involved in. So it doesn’t necessarily have to be abroad. But I do think that having experience to work with people who are different to you and different to your background, whatever your background, might be, can help you learn as well. So that when you then go into the working world, you know, you’ve had this exposure to different things. And you’ve developed skills about yourself, and you think, well, if I got through, like that time when I was away from home and like compensate, I can do this project. So I think it’s good in that aspect.
Interested in EY? EY are currently recruiting. You can find details of their current vacancies on the Gradfest2021 site.
Niall Moore, Level 7 Higher Level Apprentice. Building Information Modelling Project Management, Farrans/Queen’s University Belfast
“My particular HLA was the Master’s level BIM. I’m currently 2/3 of the way through it on my second year part-time. I was one of three from Farrans to actually start the HLA in 2019. It’s been a very positive experience, obviously challenging, but very positive with plenty of group work. Being able to apply your own experiences to items of course work and vice versa. Bringing experiences learned in the classroom back to your work has been one of the biggest advantages for me.
With the vast amounts of guest lecturers that you have on this particular course, for example, is invaluable.
People bring experiences from all walks of life into the classroom… People that work in construction law, specialist BIM consultancies…the list goes on. So real life experience has been bought brought onto the classroom also.
The flexibility and the support from staff on the HLA scheme is second to none. The lines of communication are very clear and it’s never an issue to get hold of somebody when you need them. So, it’s a very hands-on approach from the staff at Queen’s. Also, you get very rewarding feedback on your assignments, especially when it’s on an interesting that’s related to your day to day work. I find that very, very rewarding too.
I’m on a path to progression within the organisation and hopefully that can continue once I finish.”
“I am a training advisor at Farrans, so I would be responsible for looking after our apprentices, placements and graduates. We are a civil engineering and building organisation, head office inNorthern Ireland, but we’re located across the UK and Ireland. We operate in all sectors of the construction industry, delivering a wide range of projects.
In relation to our apprenticeship story, up until 2016, entry into Farrans was placement or graduate. Other than that, it was experienced hire.
As you are probably aware, the construction industry has been dealing with a skill shortage for a number of years now.
So in 2016, we came together with other like-minded organisations, colleges and universities and the ICE and we developed WorkPlus.
WorkPlus is an organisation that brings employers together in Northern Ireland and it offers apprenticeships at all levels in over 150 disciplines.
At Farans, we offer our Higher Level Apprenticeships starting at level 5, which is foundation level, level 6 degree and level 7 Master’s in Construction Management, Civil Engineering and Quantity Surveying as well as that the Building Information Modelling Project Management (BIM) Master’s course at Queen’s.
Apprenticeships have opened a whole new talent stream for Farrans. We are now able to attract employees into various roles, including engineering, estimating, programme planning and many others.
At Farrans, we have seen our apprentices develop at a fast pace.
Some of our apprentices in the business have more than three or four years’ experience, even though they haven’t got their degree yet. Some of our apprentices are operating at a site engineer level, yet they are still yet to complete their degree.
We try not to class them as an apprentice, but by the role that they’re doing and experience that they’ve gained.
The benefits for students that we have seen – this generation said they wanted more options, more choices and with apprenticeships we can offer that now.
It’s no longer one route to gaining that degree or Master’s, there’s many more options and many benefits.
Apprentices are able to put into place what they learn in real time.
They’re learning from experienced staff and they’re building that successful career path.
The big selling point that we see whenever we’re talking to parents, careers teachers and young people is that you earn while you learn and the students have no debt.
Apprentices are important to Farrans because they not only give us a vibrant talent stream but they also give us the opportunity to shape, nurture and support the apprentices on their journey from the very start. We believe that everybody deserves an opportunity and we understand that not everybody learns in the same way. Being able to offer many apprenticeships is a great opportunity.”