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E.ON UK typically employs around 35 to 40 graduates each year, with around half in engineering roles and half in business roles. As well as winning the 2011 Graduate Employer of the Year in the TARGETjobs National Graduate Recruitment Awards, the company ranked 123 in the 2011 Guardian UK300 list of graduate employers.
There are two main entry routes for graduates: the engineering graduate scheme and the commercial graduate scheme. Each of these is divided into several different options, with engineering specialists having three main options and commercial graduates six.
Most of the schemes include one international placement, which will be between two and six months long, as standard, and similar opportunities are available even where it isn’t a requirement. This could be at one of many sites across Europe.
Engineering leadership: A two-year programme composed of four six-month placements. Graduates can specialise in one of several subject areas, including:
Science and engineering excellence: An 18-month scheme comprising a range of placements across the engineering business, including work on:
Exploration and production: A two-year scheme composed of two to four placements. Graduates can specialise in three different areas:
Previously an 18-month scheme, this programme now lasts for two years and involves four placements lasting four to seven months each.
Graduates are employed on a permanent contract, so will remain with the company after completing the graduate scheme. They won’t just be handed permanent roles – they will have to compete for a position – but the training they receive during the scheme should equip them for the challenge.
Different graduate schemes are likely to lead into different career paths. For example, graduates on the finance programme will move up to analyst level after completing the scheme, while those on the international business management scheme can move into a variety of roles such as business analyst, business developer or project manager. Engineers could choose a desk-based role (like forecasting, modelling or strategy), or a hands-on operational position at a power station. The opportunities are endless.
One of the reasons that we won 2011 Graduate Employer of the Year in the TARGETjobs National Graduate Recruitment Awards was that we met people’s expectations in terms of support, development and scheme structure – what we advertised, we met. Also, unlike virtually all other graduate employers, we guarantee an international placement for every graduate. So for those interested in an international career, applying for E.ON UK is one of the best ways to get that experience.
Andrew Sharp, talent resourcing consultant, E.ON UK.
Work experience is not a prerequisite for applying to E.ON UK – it is not considered in the selection criteria, so won’t necessarily affect employment prospects. However, recruiters note that it may help as a basis from which to draw examples during interviews. Potentially useful experience could include customer contact, leading people, and exposure to different cultures and backgrounds.
The company runs 48-week work experience placements, in either business or engineering functions.
Engineering – these are based in Nottingham, at the company’s new build and technology business. Options include:
Commercial – these are either in Coventry or Nottingham, and are based in IT and business change.
While summer placements have previously been run on an ad hoc basis, the company does not currently have an official scheme for this kind of work experience. Candidates are advised to keep an eye on the company website for any future developments.
Placements are open to students studying for degrees that require a year in industry, and also to graduates looking for work experience. A 2.1 (expected or obtained) is the minimum standard required, and engineering applicants should have or be studying towards a degree a relevant engineering, science or mathematics discipline (though subjects such as business and architecture are accepted for some roles). No specific degree subject is required for commercial placements.
UCAS points are not taken into consideration. Other requirements include a genuine interest in the sector, confidence, and the ability to take on responsibility when needed.
Candidates will receive a salary of £14,000 while on a placement. Other benefits reportedly include more than 25 days’ holiday, travel loans, flexible working, subsidised sports and social clubs and company parties.
While a place on a graduate scheme isn’t guaranteed, work experience participants can elect to apply via a fast track application process which effectively bypasses the earlier stages like the application form. They will also attend a shorter assessment centre involving fewer exercises than most candidates.
There is very strong interest in joining the graduate scheme following a placement, and we do have people that convert onto it. The schemes are quite similar in structure, so it is likely that candidates will do well after a year’s experience in a like role. Work experience is not currently a shortlisting factor for any of the graduate schemes – across the board, the key is degree title and classification, however placement students are the first ones that are assessed each year.
Andrew Sharp, talent resourcing consultant, E.ON UK
Candidates should note that only one application for an industrial placement will be accepted between September 2011 and August 2012.
Training at E.ON UK is ultimately tailored to suit each individual. However, all graduates will have access to a range of training tools such as the company’s in-house engineering and professional academies – online portals which detail the various workshops and e-learning courses available, and which allow users to choose their training options.
Training is focused around employability.
All in all, training during the graduate programme tends to involve tens of hours of courses and workshops outside of day-to-day placement roles, and can cost several thousand pounds per graduate.
The company provides training in a range of different professional development areas, including:
There are also various technical courses for graduates in the relevant areas, such as confined space safety training, defensive driver training and the Institution of Occupational Safety and Health’s managing safely course.
As international travel is a key part of the graduate scheme, the company will also pay for foreign language classes. German is particularly popular, given that E.ON UK’s parent company is based in Germany.
In addition to their day-to-day role and course-based training, graduates will work towards accreditation by a professional body relevant to their area of business, such as:
Engineers will have access to the company’s professional engineering development scheme to help structure their training (particularly the technical side). IT graduates, meanwhile, will receive support towards gaining recognised qualifications such as PRINCE2 and ITIL.
All graduates will get an experienced mentor when they start the graduate programme, to help them set goals and shape their career within the company. They will also be assigned a buddy from a previous graduate intake, to help support them through the scheme and provide useful tips and inside info.
E.ON UK says it aims to build the long-term employability of its graduates, and improve their future career prospects – whether their future lies with the company or elsewhere.
The company’s training programmes were recognised with a partnership and collaboration award at the 2010 National Training Awards, which are organised by the Skills Funding Agency, part of the Department for Business, Innovation and Skills.
In the main, we are looking for our graduates to become the future leaders of this organisation. As such, not only do they need to meet their placement objectives, but they need to demonstrate certain behaviours and complete certain projects that will allow them to come out of the scheme with improved leadership skills, communication skills, and influencing skills. As part of that they’ll go on courses and learning and development interventions outside the placement job.
Andrew Sharp, talent resourcing consultant, E.ON UK
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