What is the hiring process like at Lloyds Banking Group?

Salary and pension is good. Team colleagues great. (But read the cons)

Recent focus on going faster and addition of performance review process whereby line managers are being asked to look for opportunities to get people on performance improvement plans leading to people being sacked is not only hitting productivity, it’s causing a massive lack of motivation. Senior Leadership are no longer caring about their people (no matter what they say). They don’t listen to people’s opinions and views and are heel bent on pursuing their agenda no matter the cost. Please be wary… They know how to spin things, but pay attention to the press and honestly I’ve never known a worse time in my work career for this organisation. I do think it will come to bite them, but I can’t recommend working for them.

Good work life balance in the main

Slow decision making, lots of legacy culture. Equity focussed and hard to progress in to senior leadership roles, 3-6 month internal hiring process

Great resources. Good offices, equipment, systems. Great recruitment process and fantastic overall employees, as people .

Too much of hierarchies, were voicing your opinions must be in the same line than the company otherwise you are negative and bad seed in the organisation and could be "enemy number 1"

Great colleagues, flexible hours and good onboarding process when you first join. Pay is competitive for a bank outside of investment banking.

Constant restructure, unrealistic targets and senior leadership with no SME knowledge. Dinosaur directors that create glorified admin functions with no innovation or knowledge of industry trends especially the chief controls office.

Nice mentoring and learning resources

Can be quite competetive and the interview process is arduos

Clear and honest hiring process

The whole process is a bit alow

Great workplace environment, care about culture and colleagues wellbeing

Difficult onboarding process, run by full time employees rather than emerging talent

- LBG is a growing company - LBG has excellent perks and a desirable salary for interns looking to go onto the Graduate Scheme - The P&P (HR) Intern Program was easy to get onto relative to other internship application experiences (I applied to 110 applications, 24/25, and this was by far the easiest) -

- Your experience will heavily depend on what area of the P&P department you are placed in and who your line manager is - The Wider Team, who manage the Interns, were relatively poor for the 24/25 intake. The 1-hour 30-minute training sessions were on topics that seemed rather intuitive (How to ask for Feedback, Stakeholders, How to Maintain Resilience] - You get little to no contact with the other interns in your Hub location - The P&P Intern Challenge was poorly handled, and you will only get some verbal feedback after 6 weeks of work, and you won't know how your presentation has impacted LBG, as they do not tell you - Although this was 8 weeks, you HAD to take 5-day mandatory holidays, so it was a 7-week internship, not 8

Good working environment Everyone is treated as one irrespective of your race

Long assessment interview process in becoming a permanent staff

- Pay is fantastic for very little responsibility (there are people who have coasted there for decades and I still couldn't tell you what they do there). - You don't have to take responsibility for anything.. if anything you will get in trouble for doing so. Just blend in.

- Only wants people to fit in and copy each-other. - Nobody really thinks about security in security, it's all box ticking. - You will not be used for any of your skills and this can really stagnate your career... the pay being so good makes it difficult to find anywhere that matches the pay. - Independent thought is stifled. - Very hostile to unions (just de-recognised them for certain grades). - Organisational gas lighting that I have never seen before in a large organisation, people comment in droves they don't like the office and the seniors will see the question and say that's not the majority and everyone they know likes the office etc.. - "We could do with the attrition actually", no interest in retaining staff. - Senior leadership haven't a clue what the people beneath them do and see their staff as largely irrelevant (they stream presentations at you and give politician answers to the things in chat. - No interest or desire to improve. - Attempting to deploy software development methodologies across the whole organisation for all staff including those who have nothing to do with software development. - HR won't speak to you unless you're a manager. - Heavily enforce return to the office even if nobody in your team is based there, so you get to sit at your desk, join Teams calls then commute home. - Dead office culture. - Office is too LOUD to concentrate with all the people on calls and nobody bothers to consider their volume while sat at their desk. - Limited parking (with some colleagues suggesting maybe we should be charged to park there to raise funds for the company). - Few checks and balances so your manager can weaponise the redundancy process against you after giving you a good bonus for good performance and writing that expressing concern about organisational change in a team meeting is "unhelpful" to you. - The office is too cold in winter and too hot in summer, to save energy they'd rather make the office uncomfortable instead.