Early Careers Strategies.
Creating world-class, inclusive careers for young people.
We work with our clients to help them create best-in-class early careers programmes, equitable assessment frameworks and compelling, inclusive employer branding. With our help, our clients are creating world-class, inclusive careers for young people.
WHY INVEST IN EARLY TALENT?
Young people are the next generation of managers and leaders. They are the most socially, ethnically and religiously diverse group in the working world. They are the future of businesses. They are worth investing in.
We help our clients build the foundations that support these diverse, young people to succeed, stay and thrive.
Building inclusive early careers programmes to attract, develop and retain the best, diverse early talent out there.
A great early careers offering starts with a great programme.
The most common mistake made when hiring young people is failure to prepare for their day-to-day. Programme architecture is about designing a roadmap for their time in-role.
We work with our clients to create just that: role titles, responsibilities and specifications, reporting processes, rotation designs, learning & development, classroom-based training, social experiences, mentoring & support, and exit options and end-of-role assessments. A successful architecture will help orientate both parties to see past the initial months and days of a new role, and set up long-term success.
SUPPORT & MENTORING
CORE CHARACTERISTICS & BEHAVIOURS FRAMEWORKS.
Helping you identify what great looks like, to hire or progress their people based on potential, capability and skills – not background or bias.
We encourage our clients to think about their bias and commitment to inclusivity. Our teams have developed methods, in collaboration with psychologists, to design hiring and progression plans rooted in potential, capability and skills – not background or social status.
By psychometrically assessing and then interviewing your teams using a proven behavioural method, we’re able to gather real-world data points on what great looks like in your organisation, and combine it with your culture, values and strategic objectives – producing a framework to guide your hiring and progression decisions.
PREDICTORS OF SUCCESS
RESEARCH CALL FINDINGS
CULTURE & VALUES
Creating an unrivalled candidate experience, and testing for the things that matter.
Having established the characteristics, capabilities and behaviours required for success, engagement and retention, we build assessment processes for new or progressing team members.
With inclusion built-in from the start, these processes allow you to assess for the Core Characteristics that predict success, by testing for the Behaviours that underpin them – ultimately engaging and hiring the right people for the role, regardless of their socioeconomic, racial or religious background.
OFFER MAKING & KEEP WARM
VALUE PROPOSITIONS & EMPLOYER BRANDS.
Demonstrating the quality of your offering to your candidate audience, and the world.
There are a lot of companies who appreciate why hiring young people is valuable. This, we believe, is a good reason to properly articulate a differentiated value proposition answering the question “why?”. Why this role, company and future? Why not a competitor? It’s easy to forget that a career is a decision to commit the majority of someone’s life towards – done properly, a value proposition can demonstrate that this decision is the right one.
We focus on four key areas of motivation to create compelling, inclusive and true-to-life value propositions for our clients – helping them to answer “why?” to audiences both online and offline.
COMMUNITY & CULTURE
PURPOSE & VISION
GROWTH & OPPORTUNITY
ATTRACTION & CAMPUS STRATEGIES.
Getting your brand in front of the right people, in the right places.
A great brand representing a great offering needs to be in front of the right people to get results.
We help our clients design inclusive attraction and campus strategies to reach the highest-quality emerging talent out there for their graduate, apprentice, intern, placement and off-cycle roles – with a particular focus on under-represented groups. With our help, our clients know where to go, when, and who to approach to get groups of diverse, talented young people into their organisation.