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New Talent rises to New Challenges


At this time of year, organisations across the country are welcoming on board their new early talent intakes of graduates and apprentices.

The first week in September saw us working alongside 79 new graduates as part of their induction week with our newest client, Sopra Steria.

Sopra Steria first approached us having seen us present at the ISE Conference in London. They were looking to give their graduates an experience that was engaging and energising, as well as flexible enough to fit around the corporate induction elements that the week needed to include.

Our team had a fantastic time connecting with a diverse range of graduates from an even more diverse range of backgrounds. We were all incredibly impressed with the determination, energy, willingness and humour that they brought to what must have been a daunting week for them, as they begin their professional careers.

Through a series of experiential sessions that focused on their personality preferences, personal brand, and making the best impact in the organisation, the week culminated with teams delivering a presentation to invited guests on what they had learnt about the business and its successes.

For us this was just the beginning of the new talent season as we prepare to deliver graduate intake programmes for Babcock International Group, National Grid and Cadent.

If you’re an early talent manager looking for new ways to engage and motivate large numbers of new starters, find out more about the work we do with graduates, apprentices and interns by checking out our case studies or get in touch for a chat.

We’d love to make your 2020 New Talent Programme the best one yet!

Apprenticeship Levy – Are you prepared?

The AGR are looking for contributors for their Graduate Recruiter magazine around the theme of ‘Apprenticeship Levy – Are you prepared?’

They’re looking for volunteers to write an article for the April/May issue and want to hear how employers are preparing their apprentice attraction, selection, recruitment and development plans. Subjects they’re looking to explore (alongside any of your own suggestions) are:

  • Will you be extending your graduate scheme for the apprentices, or have you created a new scheme for apprentices?
  • What are the strategies for attraction, given that many may come straight from further education?
  • How long will your apprentice schemes be for?
  • Do you plan to look within your company as well as outside?
  • Have you already been successfully recruiting apprentices, so welcome the additional help the Levy will bring?

At this stage they’re just interested in ideas so would need two/three sentences about the focus of your article by Friday 3rd February. The person to contact if you are interested in being involved is Tej Kaur Rai (their Communications Officer) email: 

Apprentices: a valuable part of the talent pipeline

This week is National Apprenticeship Week. The aim is to raise awareness of the value of apprenticeships for both employers and potential employees and promote the important role apprentices play in the workplace. Research has shown that having finished their apprenticeship, 71% of apprentices stay with the same employer.  This shows not only the relative success of such schemes, but also that they play a really important role in feeding the talent pipeline.