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Moonshot Program - People who are good at what they do, like it better!

It is a well-known fact that Admiral believe in the ethos “people who like what they do, do it better”, and this is one of the reasons we have a renowned culture and benefits system that has led us to be featured on the Sunday Times Best Places to Work list since it began. 

However, in his recent Moonshot Masterclass, Admiral co-founder Henry Engelhardt commented that it is also true that people who are good at what they do, like it better. This is one of the reasons that Admiral place enormous emphasis on Learning and Development, one aspect of which is the Moonshot Program.

We have been running Moonshot for over ten months now, providing training and relevant resources to encourage employees, especially managers, to develop their skills and knowledge around core transformational topics relating to technology and data, and thus increase our ability to innovate in a Post-Digital Age.

The Moonshot program revolves around a monthly masterclass, whereby subject matter experts give a talk followed by a short Q&A. The topics covered so far have included the Cloud, Outstanding Use of Data, Scaled Agile, New Ways of Working, UX Design, E-Leadership and Success and Failure in New Initiatives. The speakers have ranged from talented internal experts, including co-founders Henry Engelhardt and David Stevens, to external speakers from very successful companies. We want to excel as a successful Tech and Data company, and so this is a platform to hear from the best in class, with a focus on joining them.

Alongside the Masterclasses, there are in depth training courses and resources that individuals can access. The topics include Data Governance, Information Security, Advanced Analytics, DevOps and Scaled Agile, to name but a few.

As we all know, there is no magical solution to Learning and Development (we really wish there was!), but Moonshot provides the relevant resources to aid and support that process.

We recognise how talented our employees are, and we are committed to helping them reach their full potential. If you are interested in joining us, see our vacancies here:

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Admiral Life

Centre of Excellence in Wellbeing

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21/01/2021

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We are delighted to announce that we have been recognised by the GPTW Institute as a Centre of Excellence in Wellbeing.  Having been named a Great Place to Work for 20 consecutive years by the Great Place to Work Institute, the workplace culture specialists have also recognised us specifically for our approach to wellbeing in the workplace for a second year.  Recognition as a centre for ‘Excellence in Wellbeing’ depends on employees completing the Great Place to Work Wellbeing Index survey designed to measure the levels of wellbeing in the workplace. We have conducted an Annual Staff Survey every year since 1999 because we believe it’s important to ask the people who work for Admiral Group what they are happy or unhappy about. This is a significant achievement, and we are extremely proud to have been recognised for our commitment to creating the best environment possible for our employees. Our employees scored us high in several areas including Mental and physical health, Fulfilment at work and Financial security. Employee wellbeing is a key element of an organisation’s culture; given the challenges we’ve all faced in 2020, it’s important now more than ever that our employees know this hasn’t changed.   The Great Place to Work Wellbeing Model encompasses all the physical, psychological, social and financial aspects of working life. Together, these can allow people to perform to their fullest potential, thriving inside and outside the workplace.  We pride ourselves on having a happy, supportive and productive workplace and looking after our employees’ wellbeing was our top priority during the challenges of 2020. I am very proud of our wellbeing and workplace support teams who have worked incredibly hard to equip our colleagues with various tools to help manage their health and wellbeing, and particularly for adapting our traditional wellbeing programme to suit a remote workforce facing the huge challenges that COVID19 brought. From bespoke lockdown mental health courses and our Employee Assistance Programme, to online mindfulness and choir sessions, we’ve really tried to put our employees’ wellbeing at the forefront. We’re all very proud to have this work recognised by Great Place to Work and we’ll continue to keep wellbeing at the forefront of our unique culture. Rhian Langham, Head of People Services. We were named the 4th best super large workplaces (1,000+ employees) in the UK in May 2020, based on feedback from our employees. The results of the 2021 competition will be announced in May. Great Place to Work is a worldwide consultancy specialising in workplace culture, helping organisations to create exceptional, high performing workplaces where employees feel trusted and valued. Thank you to all our staff for making us a Centre of Excellence in Wellbeing and in particular, those departments that work hard to make this happen.

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Samantha Bevan

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Samantha Bevan

Samantha Bevan

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Samantha Bevan

How to: Answer frequently asked interview questions.

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13/11/2020

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"Tell us about yourself." Explain your previous roles, education, hobbies and interests and don’t forget to expand.  We want to know what these experiences have taught you. Elaborate on how you can use what you’ve learnt in the working environment. Be mindful not to overshare and keep it professional. "What are your weaknesses?"Pick a weakness relevant to the role you have applied for. Make sure to explain what you have done / are doing to improve in this area. Some people think picking a strength and spinning it to seem like a weakness will come across better, but it doesn’t feel honest and can insinuate you are not self-aware. It’s ok to be honest – none of us are the finished article. "What are your strengths?"Pick strengths that are relevant to the role and provide examples to support your answer.  Read the job advert beforehand and familiarise yourself with essential and desirable skills – this will help to ensure you’re showcasing the skills the recruiter is looking for. "What do you consider to be your greatest achievement?"If the interviewers don’t specifically ask for a ‘professional’ example, it’s OK to draw from personal experience, however, you should always make sure you’re able to relate it back to the role you are applying for.  The main thing to cover is why you are proud of this achievement, what it taught you and how it has prepared you for this role.  "Why do you want this job?"Show off your knowledge! The interviewer will want to know you’ve researched this role and the company.  You should know a fair bit about the role you’ve applied for – read the job advert, visit the career site and follow the company pages on social media platforms.  Explain what attracted you to this position.  You may wish to talk about the company benefits, the working environment, the opportunities and why you think you’ll be successful. "Where do you see yourself in five years?"Be honest and be realistic. If you want to progress that’s great, but suggesting you want to be the CEO within a few years might be unrealistic.  Think about the opportunities available to you in this role, not only will this show you’ve done your research, but it will also show that you are willing to work hard and are keen to progress.  If progression is not for you, that’s also fine.  You should explain how you plan to continue to do a great job and all the skills you have that will enable you to this. "Why do you want to leave your current job?"Be honest and be professional.  Be diplomatic in your answer and don’t forget you’re in an interview.  You may want to use this question as an opportunity to talk about the new role and why you are excited about the prospect of joining this company. "Why should we hire you?"This is your chance to set yourself apart from other applicants.   It’s tough to compare yourself to strangers but use this opportunity to talk about your strong work ethic, relevant skills and passion for the role.  Expand upon your answer and provide examples – this is usually one of the last questions in an interview and you don’t want to miss out on this last chance to impress the interviewers. "Do you have any questions?"Lots of people think they must ask a question at the end of an interview, but if the interviewers have been comprehensive in their explanation, then you might not have questions.  This is fine - don’t feel like you must think of something, but equally, make the most of this opportunity to discuss anything you’re unsure about. Here’s some of the questions we regularly get asked at the end of an interview:What do you like most about working for *insert company name here*?Would you like me to expand upon any of my answers or examples?Are there opportunities for training and development in this role/department?What would you say are the most challenging aspects of this role?What are the next steps of the process?

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Kyle Meacock

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Kyle Meacock

Kyle Meacock

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Kyle Meacock

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