Blogs

Vodafone’s global policy offers 16 weeks paid parental leave to all employees

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Diversity & Inclusion

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blogs

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4/12/2021

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“Diversity and inclusion are core to our beliefs and purpose at Vodafone. We are proud to support all families by allowing every parent to have more time with their children, without worrying about the impact on their finances or careers”, Vodafone Group CEO Nick Read said. Which is music to the ears of individuals such as Chris Parkinson, a Senior Government Affairs Manager here at Vodafone UK. Chris is expecting his second child this summer and the new equal parental policy will leave he will be able to take more paternity leave. Chris shared, “The new policy will allow me to support my wife and both of our children for far longer. She will be able to re-start her business more quickly. And I will be able to bond with the new baby and continue to bond with our eldest. It will also allow me to take a more equal role in caring responsibilities when we first become new parents”. Join Vodafone today and have the opportunity to be part of something amazing #TogetherWeCan. To read the full article, click the button below. Search Jobs   Read Full Article

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Father and employee, Chris Parkinson, says Vodafone’s equal parenting policy makes him feel proud.

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Job seekers receive much-needed boost

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Graduates & Students

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blogs

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4/9/2021

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The £10 voice and data plan, normally worth £35, was first announced on 9 November 2020. It will be available via VOXI Pay As You Go to anyone who has lost their job as a result of the pandemic in the UK. The offer lasts until 31 September 2021. Existing customers who have already taken up the offer will have the deal extended automatically to 31 October 2021.Building on the enthusiastic reception the offer received in the UK, Vodafone is now looking to lend a helping hand to job seekers in its other markets, too. As well as discounts and promotions, this might mean ‘zero-rating’ access to job sites in countries without unlimited plans, for example, so that data usage isn’t an added worry when searching for a job.Job seekers can also learn new skills for free through e-learning platforms like Udemy, which boasts more than 600 courses on technology and professional skills. And they can also use Future Jobs Finder, a self-assessment tool which helps people explore a digital career path based on their skills and interests.Join Vodafone today and have the opportunity to be part of something amazing #TogetherWeCan. To read the full article, click the button below. Search Jobs   Read Full Article

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Vodafone extends cut-price voice and data plan for UK job seekers as part of a number of new support packages launching across Europe, Turkey, Egypt and South Africa.

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International Women's Day 2021at Vodafone UK

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Diversity & Inclusion

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blogs

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3/9/2021

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To mark International Women’s Day this year, we want to shine a light on all the inspirational women at Vodafone and the amazing people who support them. This isn’t just about our high-flyers or the ‘usual’ faces: we want to uncover the people doing extraordinary things in their everyday life, the #ExtraordinaryInTheOrdinary. Want to know more about Life at Vodafone? Click the button below! Tell me more!   

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Celebrations of International Women's Day 2021at Vodafone UK. Shining a light on Vodafone's truly inspiration women. We #ChooseToChallenge.

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Returning to work after having a baby

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Graduates & Students

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blogs

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2/12/2021

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"Coming back to work, in the middle of a pandemic was so hard.. I think any new Mum going back to work after a year off on maternity leave is challenging anyway, but with my mental health taking a decline, being diagnosed with Post Natal Depression and anxiety, and feeling as though Covid 19 took away the majority of my maternity leave made it all that much more of a struggle. Having such a flexible employer has taken a huge weight off of my shoulders. I have been able to ease myself back into work with the flexibility of Vodafone’s Reconnect programme which has allowed me to work 4 out of 5 days a week without it impacting my pay, giving me that extra day to spend with my now 14-month-old daughter. The pandemic has caused so much disruption with childcare, meaning that 1 day a week I have had to juggle my work with taking care of my daughter not easy (she doesn’t always agree with my work schedule, unfortunately). I have had occasions where her nursery has had COVID-19 cases, so I have had to have her at home with me for long periods. I know there are so many parents out there trying to juggle childcare, home schooling, work commitments, taking care of vulnerable relatives etc and I feel so fortunate to have an understanding employer who has gone above and beyond to support me and my wellbeing throughout.  One of the things I love about Vodafone is how seriously they take their employee's mental wellbeing. My team in particular have regular team catch-ups, social events, check-ins, sometimes just an hour out of the day to catch up virtually with a cup of tea and talk about what great new show we recommend on Netflix! My manager checks-in with me not to check up on my workload, but to make sure I am supported and ask how I am feeling. Having the flexibility to work from home and flex my hours during this crazy time has been a huge support. Some days are better than others, I can't always guarantee that I will be able to make it to that Teams meeting or have to move a call to another day but I think this is a new normal now, my daughter has made an appearance on a few calls and I have seen other colleagues (and candidates) in the same boat. I think one of the positives to come out of the pandemic is the realization that work doesn’t have to be 9 – 5, and having that work/life balance is so important and I am proud to work for a company that recognizes that." Interested in joining the Vodafone team? Click below to view all jobs within Vodafone UK. Search Jobs   

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We caught up for a virtual cup of tea with Vodafone employee and new mum Zoe! Zoe shared with us what it's been like returning to work since having her little girl last year and the support she's got from Vodafone during the COVID-19 lockdown.

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OUTstanding’s LGBT+ Role Model List 2020 honours Vodafone UK employee

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Diversity & Inclusion

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blogs

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1/19/2021

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Software Engineer James D’Rozario recognised for his training, mentoring and fundraising efforts. James D’Rozario, a software engineer at Vodafone UK, has been included in the OUTstanding LGBT+ Future Leaders Role Model List 2020. OUTstanding is part of INvolve, a global network promoting diversity and inclusion in business.  James, who joined Vodafone UK as a graduate in 2017, has been instrumental in numerous initiatives both inside and outside the company. He helped establish Vodafone’s LGBT+ Friends Network in London and helped lead the company’s LGBT+ inclusion training for graduates and apprentices. Outside Vodafone, James partnered with Career Accelerator to help organise LGBT+ mentors for disadvantaged schoolchildren in London to encourage them to pursue tech careers. He has also raised more than £35,000 for LGBT+ charities, while working on podcasts for Hidayah, Mermaids and Micro Rainbow. OUTstanding’s LGBT+ Role Model Lists, which are supported by Yahoo Finance, showcase future leaders who are successful in business and also make a significant contribution to LGBT+ inclusion in the UK, Ireland, Europe, Canada and the US. James said: “Being recognised as an OUTstanding LGBT+ Role Model is not just professionally significant, but deeply personal, too. When joining Vodafone, it was my hope that sharing my personal story would inspire others to be their authentic selves.  “I have learnt self-love, confidence and a gained sense of community I’ve never experienced before, and with this external recognition I only hope to reach more LGBT+ people with my work to show that we can be both proud and successful. “I must extend a huge thank you to Vodafone’s LGBT+ Friends Network, the Diversity & Inclusion team, and Vodafone’s management for their support and encouragement. It truly does feel like together we are trailblazers for inclusivity in the technology industry.”  Vodafone UK’s efforts as a LGBT-inclusive employer have been recognised by Stonewall, which ranked the company highly in its 2020 Workplace Equality Index at number 19. Vodafone UK also supports its trans customers with help such as a simplified ‘Name Change’ process. Read More on our News Centre   Join us

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We wanted to take this opporuitniy to recognise very own Software Engineer, James d’Rozario who has been included in the OUTstanding LGBT+ Future Leaders Role Model List 2020!

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These COVID days

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B2B

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blogs

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11/3/2020

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For those of us that work in a tech-comm business, I suspect our experience has been somewhat different to most. The products and services we provide have seen unprecedented demand.  Connectivity and collaboration tools to facilitate the mass migration of workers from the office to home and remote working environment have underpinned the nation’s ability to continue to work and that’s required our industry to move quickly to bring solutions to market that reflect these unique times, with a greater degree of flexibility than ever before.  It’s required us to work more closely with our customers and prospects, to listen carefully, engage diligently and to be more benevolent than ever before. This need for innovation has come at a time when our own business has been adapting to the conditions brought about by the COVID pandemic. As with many companies of our ilk, we faced into the logistical challenge of moving thousands of desk-based staff from permanent office locations to home environments in the space of just a few days. In SME sales alone, we moved over 100 people to remote working in less than 2 weeks and 8 months on, we continue to remotely manage and engage the vast majority of our organisation. For my own team, the change and the required adjustment has been significant.  Many of them are long-standing desk-based sales and service advisors, some of whom have only ever worked in an office environment.  For my managers, the task of remote management has been a new challenge and has required them to acquire a new skillset and embrace new ways of working to ensure they engage and encourage their people.  For my part, I have recognised that at this time, one size cannot fit all and it has been important to engage at an individual level, recognising the unique circumstances, demands and responsibilities that exist for every member of my team.  Understanding their needs has enabled the provision of a flexible and adaptable environment within which, every member of the team feels supported to give their best. I’m extremely proud of the work that Vodafone has undertaken to support us all during this unprecedented period.  From the immediate and unequivocal prioritisation of employee safety, to the prompt provision of tools and tech to improve the working-from-home experience, their support has been unstinting. The leadership team have worked hard to find innovative ways of keeping the workforce engaged and motivated – small gifts, regular checkpoints, clear guidance for our people and programmes to support both mental and physical well-being have created a sense of value and community, whilst highlighting the important role we are all playing at this time to #keepconnecting. On a personal note, the last 8 months have brought unprecedented change to my working life.  For many years, I have driven the length and breadth of the UK, rising ridiculously early to miss the morning traffic and arriving home well after the evening commute has subsided.  I can’t say I have missed those motorway miles one bit! I’ve enjoyed the new morning routine and the time with my family before the working / school day commences. What I have missed is the human contact – the quick coffee and chat, the quick ‘you’ve got this’ hug, the ‘white-boarding’ and debating of ideas and the sense of collective and informed decision making.  I have found working from home isolating and lonely at times, especially when things aren’t going to plan and on occasions, the days are almost indistinguishable from each other, such can be the repetitive nature of video conferences and calls! But one thing that strikes me when I reflect on this period is that it has made us all a little more ‘human’.  The lines between our personal and professional lines have ‘blurred’ more now than ever before, certainly, we’ve brought more of our ‘whole selves’ to work! It’s highlighted the multitude of responsibilities we are all carry alongside our roles at work and we’ve all bonded not just with our colleagues but also with our Customers, over the glimpses of errant pets, demanding children and persistent forgetfulness when it comes to hitting the ‘mute’ button!  It’s emphasised more than ever, the need for empathetic leadership – the reality of the COVID virus is that it has claimed many lives and caused much suffering.  I want my people to feel secure in the knowledge that we understand their challenges, support their need to prioritise and allow them the flexibility to balance their commitments, as they need to. And so we move forward during these uncertain times, sure only in the knowledge that there will be more change to come.  The COVID pandemic will continue to challenge us all - I suspect we are nearer the start than the end of the journey.  We must continue to embrace the need to be adaptable in our expectations, ways of working and propositions to ensure we remain engaged and relevant. We have to focus on the positives and to ensure we make time to listen and talk – to our colleagues and our customers and we have to continue to highlight and celebrate our successes; we all need to find the ‘feel good’ during these difficult days. Interested in joining the Vodafone team? Click below to view all jobs within UK Business. Jobs   

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Caroline Southall - Senior Sales Manager talks about her experience during the COVID-19 lockdown. "Let’s be honest, you’d have to search far and wide to find anyone who doesn’t think 2020 has been a bit of a disaster!"

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Promoting women in the workplace: Lots achieved, lots more to do

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Diversity & Inclusion

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blogs

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10/6/2020

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Helen Lamprell, General Counsel and External Affairs Director, Vodafone UK, reflects on the company's success at attracting and supporting women in the workplace, but acknowledges that there is much more to do. It was a great pleasure speaking at Westminster Insight’s Women Mean Business event on Monday, discussing how we can all do more to support women’s progress in the workplace. This is a topic close to my heart, not only because I wholeheartedly support Vodafone’s pledge to become the Best Employer for Women by 2025, but also because I sit on the Women’s Business Council, helping to promote women’s roles and advising companies on how best to do so. In my near 10 years at Vodafone, I’ve seen a lot of progress. We’ve achieved 50:50 gender balance on our UK board, and we’ve exceeded our target of 30% females in senior leadership positions. Now we’ve set a new target of 45% senior female representation by 2030. We’ve constantly emphasised that technology is not solely the preserve of men. From Michelle Willis, Head of Technology Operations, to award-winning engineers like Natasha Carpenter, we have women in all roles helping to run one of the UK’s most successful technology companies. They are integral to a business that is driving the adoption of the very latest technologies – 5G, artificial intelligence, Internet of Things – and which is also winning awards left, right and centre! I believe our achievements stem from our commitment to enabling women at all stages of their careers and celebrating their successes. The big picture How have we done this? Firstly, and perhaps most importantly, we’ve had active support from senior leadership. At Group level, our former CEO Vittorio Colao was a massive advocate for women and pioneered industry-leading maternity leave policies and our ‘Reconnect’ programme supporting women back into the workplace after career breaks. And current Group CEO Nick Read and the board have introduced some spectacular initiatives, such as our new Global Parental Leave policy that will offer Vodafone employees – in each of the 24 countries where we operate – a minimum of 16 weeks of paid leave. The UK version of the policy is scheduled to come into force in 2021. In the UK, CEO Nick Jeffery took personal responsibility to drive the creation of our 50:50 gender-balanced board. I’ve enjoyed working with all my colleagues over the years, but the dynamic has certainly shifted now that we have more women in senior roles. Secondly, we’ve made this everyone’s issue, because building an inclusive culture that benefits everyone is everyone’s responsibility. It doesn’t work if it is just “HR’s job”. And gender diversity does benefit the entire company – there’s plenty of evidence to back this up now. Equality and inclusion programmes and mandatory training for colleagues at all levels – not just senior management – are a key part of this ‘all for one’ approach. And, in the days when we could hold events, receiving the active support of our male colleagues for activities like International Women’s Day has helped create a positive energy. And thirdly, we’ve taken a cold hard look at the issues that hold women back and prevent them from progressing at work, commissioning research to inform our policies and spread best practice. We’ve examined how we recruit, how we train, how we support women on maternity leave and those who want to return after having children or taking a career break. We’ve studied and challenged the outdated attitudes that subtly suggest to girls and young women that STEM [science, technology, engineering, maths] subjects and careers aren’t for them. Our support for the CodeLikeAGirl programme, that teaches girls and young women aged 14-18 how to code, is just one example of how we’re tackling these outdated gender-based attitudes. So we’ve looked at the whole picture, in other words. And this picture, of course, includes men. Gender pay gap We’ve done a lot that we should be rightly proud of. But some issues are stubbornly resistant to change, and one of those is the gender pay gap – the difference in average earnings between men and women. At Vodafone, we’re making progress: this year, our gender pay gap was calculated as 10.9%. In 2018, it was 16.1%. But I believe we can do better if we tackle the number one reason why this gap is so persistent – the unequal distribution of caring responsibilities. Balancing family and career has always been difficult for women. Lockdown has only made it harder, as thousands found ‘teacher’ being added to their job description! Our radical new parental leave policy is attempting to redress this imbalance, enabling men and secondary carers to take a greater role in caring and so give women the space to progress at work. Flexible working The COVID-19 pandemic has transformed many businesses’ attitudes towards flexible and remote working. We’ve shown that with the right digital technology and collaboration software people can be just as – if not more – effective working from home than in an office. But in this ‘new normal’ situation we need to make doubly sure we’re providing the right kind of support for our colleagues, some of whom may find home working difficult for a number of reasons. Sadly, some may be in abusive relationships where the pressure-cooker environment of home in lockdown is stressful or even dangerous. During the crisis, we’ve been running regular check-ins to ask people what they need, practically and emotionally. In summary Here are the key points to achieve success: • Secure the commitment of senior leaders – they must become champions for change. • Use employee networks to listen, learn and exchange ideas – do you really know what your female colleagues are thinking and how they are feeling? • Create an open culture – in October, we’re launching the Withstander Programme, encouraging our people to call out non-inclusive behaviours when they witness them. We will also promote “active allyship”, which highlights the role that our people can play in supporting their colleagues. • Network – we can achieve so much more when we look beyond our own organisation’s boundaries and learn from other companies. Making sure women feel involved, valued and supported is better for them and much better for us as a company. We’ve made a great start at Vodafone, but there’s obviously more we can do. Let’s all help make the changes we need to make. Interested in joining the Vodafone team? Click below to view all jobs.                        Search Jobs

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Helen Lamprell, General Counsel and External Affairs Director, Vodafone UK, reflects on the company's success at attracting and supporting women in the workplace, but acknowledges that there is much more to do.

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Vodafone signs up to Hidden Disabilities Sunflower scheme

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Diversity & Inclusion

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blogs

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10/2/2020

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Vodafone UK has signed up to the Hidden Disabilities Sunflower scheme supporting people with disabilities that may not be so obvious to the casual observer. Many people with a disability use or carry something – whether that’s a wheelchair, guide dog, hearing aid or white cane – that visibly indicates what the disability might be. But other disabilities, such as autism, dementia, mental health issues or learning difficulties, are not so obvious. Under the Hidden Disability Sunflower scheme, people with such disabilities can choose to wear a lanyard bearing a sunflower logo as a subtle way of letting others know that they may require additional support, assistance or time. All Vodafone UK retail store staff have now received training on how to interact appropriately with customers who have hidden disabilities. “We are thrilled that Vodafone has joined the Sunflower Scheme to recognise its colleagues and customers who have a hidden disability,” said chief executive Paul White. “By recognising the sunflower and its meaning to the wearer, colleagues and customers will receive a greater sense of wellbeing and understanding while working in or visiting your stores.” Vodafone employees have been trained to offer help by: taking more time at the till;speaking face-to-face to allow for lip-reading;using clear and easy-to-understand language;helping with hard-to-reach products;making others aware a person may be struggling or having behavioural issues. There are more than 3.7 million disabled people who work in the UK, and Vodafone employs around 1,200 people with disabilities. Vodafone encourages new recruits to join VodABILITY – the company’s Employee Network – which supports the understanding of disabilities. The network provides support for, and raises awareness of, all types of disability, whether physical, mental, visible or non-visible. Shelley Malton, Customer Services and Operations Director, Vodafone UK, and Executive Sponsor of our VodABILITY Network, said:  “I am delighted that Vodafone UK has signed up to the Hidden Disabilities Sunflower scheme to support people with hidden disabilities. Interested in joining the Vodafone Team? Click below to view all jobs.                        Search Jobs

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Vodafone UK has signed up to the Hidden Disabilities Sunflower scheme supporting people with disabilities that may not be so obvious to the casual observer.

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Introducing the diaries of our virtual recruits

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Diversity & Inclusion

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blogs

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9/21/2020

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During the lockdown, we continued to hire across the globe. We’ve continued to conduct interviews and we’ve continued to welcome new members into our teams. But this time it’s virtual.  Since the start of lockdown our digital journeys have been accelerated. We have welcomed over 345 new joiners in Vodafone Group-UK, alone. Our face-to-face interviews have moved to Skype and although many of our assessments were already online, more focus has gone into upskilling recruiters and improving the virtual assessment experience.  A lot has changed. Not just for our recruiting teams, but for our new joiners as well. Imagine joining a company without physically meeting anyone. Without ever stepping foot in your office. This has been the reality for many employees around the world. As we went into lockdown, we asked our new joiners to document their experience of joining a company virtually. We wanted to hear the truth about their excitement and concern in these uncertain times, and it’s been great to see from their video logs, that the experience has been positive.  This is how we #StayConnected while we #StayHome. In order to accommodate our new virtual lives, all of our new joiners are now invited to a virtual-induction which is spread out over the first week. They receive their IT equipment before day one, with clear guidance on how to set it up, and are involved in a week full of various activities and sessions to help them get started, feel included and get to know Vodafone better. Our employees have been inventing new ways to continue regular work-life, from home. From virtual cafés to surprise birthday cake deliveries. There are some perks to working from home. Like popping to your favourite bakery in between meetings or soaking up some well-needed vitamin D on a beautiful day. In many ways, these uninvited circumstances have brought us together in ways we didn’t expect. We’ve seen virtual yoga sessions, global webinars, we’ve even shifted from cards to videos for birthdays and those leaving us.  We appreciate these times are hard on everyone, but if you are currently looking for a new start, know that our recruitment process is all ready to go, from home. Check out our available opportunities now.  Search Careers 

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Here's how our new joiners have been getting on during lockdown!

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Opportunities, Growth and Networking: An Insight into Sales at Vodafone

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B2B

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blogs

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8/17/2020

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"Hi, I’m Andi Soric and I head up the London Acquisition Team within Vodafone Regional Business!  Vodafone Business is one of the most recognised B2B technology organisations in the UK, and I’m lucky enough to work in one of its fastest-growing markets, London. My role includes consulting and managing the growth of some of the world’s most known brands and organisations. The demand, especially within the technology, professional services, and the commerce space, in London means there’s so much a variety of opportunities. Alongside that, as London’s regional business team grows, there is a great opportunity to grow with it, and since I’ve been here we have had the pleasure of promoting almost 50% of the workforce into more senior, targeted specific sales roles. Despite everything going on at the moment, we haven’t stopped our training and development but moved our office based academy training sessions to online coaching and deal clinics! This is where we review deals, construct role-play conversations, and prepare detailed pre-meeting plans to ensure our teams are as prepped as possible. We deliver this learning environment with a key focus on creating a feedback hungry environment, which means individuals proactively gain an awareness of what they’re doing brilliantly, but also what they can improve. Apart from the odd weekly quiz (despite being slightly quizzed), we hold weekly sessions where individuals in the team can share best practice, share success stories whilst learning about different products and areas around the business.   For our new starters, we have a ‘buddy scheme’ whereby we allocate a team mate to have regular catch ups with the new member! We’ve found this helps the new joiner gain a quicker and more detailed insight into the business. We’ve also widened this community and have a monthly “new starter” call where joiners can meet other colleagues who are new too. It’s a platform to share insight, network and support one another. It’s a great initiative which we have had great feedback on”.  Search Jobs   

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Having been with Vodafone for almost two and a half years, Andi Soric shares what a career within Regional Business is like as well as the brilliant opportunities and training Vodafone sales provides.

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Returning to Vodafone after travelling: Lauren Story

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B2B

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blogs

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8/11/2020

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"At the end of 2018 I was lucky enough to be given the opportunity to move out to Melbourne for the year. This was a decision I didn’t take lightly, purely because it meant leaving a job and company I thoroughly enjoyed working for. However, I also thought it would be something I would regret turning down in years to come so I took the plunge and set off on a plane to the other side of the world! Once returning back to the UK in 2020 and starting to re-think what my next steps were in my career, Vodafone was always at the forefront of this vision. It was a company I genuinely was excited to work for, the company is forever evolving, it’s at the forefront of technology innovation and no day is the same. I feel like Vodafone is very much considered an IT house now rather than just a mobile company and with that in turn the environment within the business seems so fast-pace and exciting which is something I really wanted to be a part of again. also believe once you’ve worked for Vodafone you’re almost an employee for life. So many people have changes in circumstances throughout their life, whether that be moving country; having children; taking a career break and I feel like Vodafone understands these changes and therefore will always welcome you with open arms if you decide to return (like I did!).Since returning I believe the Vodafone Spirit has lifted even more so, everyone seems to be so invested and engaged in the vision for Vodafone and we’re encouraged to have a voice, take risks, question the norm and I personally think that is an incredible ethos to have within a company. I believe everyone has a say in which how the Vodafone moves forward.I’m truly proud to be a Vodafone employee and work for a company which is at the forefront of the technology world and I think it’s only going to get more exciting from here on in."Intrigued by Lauren's story and want to find out more about our virtual interview process? Click the button below to find out more.  Read More  

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Hi, my names Lauren and I’ve recently returned back to Vodafone since leaving in 2018 to travel Australia!

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Remote onboarding: Divya's Story

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B2B

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blogs

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8/10/2020

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"Starting a role during these unprecedented times can be extremely daunting, however, from the moment I started my application to now, I have had continuous support. The whole experience has been amazing, Gopal (Resourcing Specialist for Vodafone UK) has kept me updated along the way with regular check-ins. He made sure I had all of the relevant information and resources, needed, before my interviews and start date. The onboarding team sent me messages and useful blogs to read before I started as well as a countdown of the number of days until I started which made me feel very special. I was also give the onboarding teams contact details so I could ask them any questions whenever I needed, which was great.  I had a call with my manager before I started so he could check-in and see if I had received all of my equipment. He helped me log in and set up to avoid any IT issues on my first day. I was assigned a buddy within my team, who reached out to me before I started and has since supported me. The wider team has given me the warmest welcome and I am very happy to be here! It has been a different experience, starting a new job from home – but I have had lots of video calls where I have been able to virtually meet the team and get to know them. The onboarding team has set up webinars where I am learning more about the business so I do not feel that I have missed out due to COVID. This has been my first virtual interview and on-boarding experience and it has been informative and very welcoming. I am grateful for the support that I have received so far and I am looking forward to my future with Vodafone!"To find out more about our virtual hiring process click the button below and for an insight into virtual working life at Vodafone click the social icons! Read More   

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Instead of walking into a new office you're now sat at either a desk in your spare bedrooms or on your kitchen table - starting a new job has completely changed! We caught up with Divya to hear all about her experience joining Vodafone during lockdown!

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