GTR Engineering Apprentices – GTR in partnership with eArcu

Govia Thameslink Railway are the UK’s largest railway franchise, operating Southern, Thameslink, Great Northern and Gatwick Express. With more than 7,400 staff, GTR manages 239 stations and delivers 24% of all passenger rail journeys in the UK.

         The Engineering Apprenticeship programme at GTR balances college learning with work placements at GTR depots to allow for a blended approach to learning.

         Successful completion of this apprenticeship results in a Level 3 Rail Engineering Technician qualification and a huge wealth of knowledge regarding different types of trains, faults and GTR depots. Once completed, there are plenty of other options in engineering, which means progression is easily found.

         The attraction strategy for GTR’s Engineering Apprenticeships focuses on providing the best experience for candidates and managers. There are also key objectives to be met, such as increasing the number of applications from BAME backgrounds

         Successful implementation of a new Applicant Tracking Talent Suite for 2020 created a contemporary application process, providing hiring managers with the ability to manage the process ‘on the move’, while having invaluable access to key measurements and analytic data.

         The recruitment process was streamlined and tailored. A CV was no longer part of the process, for ease of application and considering the nature of the candidates applying. Candidates experience a greatly improved, engaging and informative journey.

         School engagement was utilised, with the organisation liaising with several schools/colleges to showcase and promote the apprentice opportunity.

         A new buddy scheme was introduced to support candidates throughout their application journey, particularly during the six-month plus period from when candidates accepted their offer and they actually joined the business.

Judges’ comments: “GTR was the obvious choice in selecting a winner. They had a real candidate focus with particular attention paid to the attraction of BAME and female engineers. This ties in neatly with overall business objectives while at the same time creating a new pool of apprentices that improves and enriches the organisation.”

Also: The judges added that this category ‘was streets ahead’ of all others they considered – there was widespread care, concern and commitment to the apprentice/school-leaver programmes and the submissions were testament to that.


Greene King