Early careers and campus: crafting a strategy for the next generation of talent

Building a successful early careers and campus talent strategy for your business has never been more important. Leading brands like Rolls-Royce have made early career and campus recruiting a core part of their strategy—not only to develop a pipeline of qualified candidates but also to stay on the cutting edge of innovation.

However, establishing an early career talent strategy is often easier said than done. The challenges faced by organizations in early career recruitment include:

• Attraction of candidates
• Diversity and inclusion
• Creating an engaging candidate experience
• Integrating the right technologies into the process
• Upskilling candidates to be ready for work
• Engaging with educational institutions
• Retaining candidates post program

Addressing these challenges is crucial to establishing an effective early career talent strategy. A strategic approach is essential to cultivate strong candidates from application to offer to hire to performing strong for the business. Let’s explore what it takes to build a successful early career talent pipeline.

Understanding Early Career Talent Acquisition

What is Early Career Talent? Early career talent consists of individuals in the first five years of their career, typically new graduates or those relatively new to the workforce. Many organizations adopt a strategy of recruiting directly from university programs, depending on the skills required and the type of academic program, such as engineering.

What is an Early Career Program? An early career program is specifically designed for individuals new to the workforce, aiming to help those early in their careers transition smoothly. These programs often include mentorship and on-the-job training, with the objective of equipping young professionals with the skills and experiences necessary to succeed in their roles.

Investing in early career programs is a strategic move offering substantial advantages. By fostering a steady pipeline of eager, trainable talent, companies can address both immediate and future skill needs. These programs enable organizations to adapt flexibly to market changes and drive innovation from the ground up. Early career talent programs are seen as strategic investments in building a sustainable, competitive workforce.

Organizations like Rolls-Royce benefit immensely from structured early career programs. These programs promote employee loyalty, reduce turnover, enhance job satisfaction, and encourage long-term retention. Your program should include rotational assignments, leadership development tracks, and training sessions to foster deep organizational commitment.

Strategic Framework for Building Talent Strategy

What does an early career framework entail? Organizations like Rolls-Royce partner with AMS to leverage a proven, successful framework. Let’s explore how this transitions from application to full-time offer. Here’s what we will cover:

• Internship program design and integration
• Engagement with educational institutions
• Innovative onboarding and training
• Performance monitoring and feedback
• Digital tools for engagement
• Cultivating a culture of inclusion and growth
• Conversion process and strategy
• Long-term engagement and retention

Early career program design and integration

To ensure a successful early career strategy, begin with a well-structured attraction and recruitment plan. This plan should align with your business goals and address both current and future talent needs. For comprehensive Contingent Workforce Solutions, consider integrating flexible staffing options. Aim to create an experience that not only educates candidates but also allows employers to effectively evaluate their potential.

Engagement with educational institutions

Establishing strong partnerships with universities and colleges can help you access a diverse talent pool. can foster relationships with educators and influence academic programs to focus on workforce-ready skills. Campus initiatives such as guest lectures, workshops, or sponsored projects enhance your brand and attract top talent to your internship programs.

Innovative onboarding and training

The way you welcome early career talent to your team plays a crucial role in their success. Design a training, coaching or mentorship program that acclimates interns and employees to your company culture, role expectations, and responsibilities. Beyond initial onboarding, continuous training focusing on both technical and soft skills is essential to prepare interns for full-time roles.

Performance monitoring and feedback

Regular performance check-ins and formal reviews are vital components of any internship program. Constructive feedback improves work quality and fosters long-term growth and engagement. Pairing interns with mentors has proven to enhance the internship experience significantly for both parties involved.

Digital tools for engagement

Utilizing modern digital tools, including virtual collaboration platforms, project management software, and learning management systems, is crucial for keeping interns engaged and connected. Given the rapid pace of technological change, a comprehensive strategy that embraces modern approaches is essential. Technologies ranging from AI to communication tools enhance the internship experience for both interns and employers.

Cultivating a culture of inclusion and growth

Regardless of their background, interns should feel valued and fully integrated into the team. Fostering an inclusive culture is essential for maintaining a collaborative and open environment. The most effective internship programs cultivate a growth mindset by encouraging challenging projects and providing opportunities for personal and professional development.

Long-term engagement and retention

Early careers strategy doesn’t end when a program has ended. Long-term engagement plans are crucial for retaining employees. Consider how you will continue to train and engage employees over the long term. Ongoing training and career mentoring are pivotal for retaining top talent.

Case Study: AMS and Rolls-Royce

AMS and Rolls-Royce established their partnership in 2014. Building on this strong foundation, they aimed in 2019 to become a leading early career employer. A significant challenge in developing an early career talent pipeline for a global organization is adapting that global reach to meet local needs.

AMS introduced several key approaches to Rolls-Royce's early career program including:

• A global end-to end early careers services to address seasonal peaks, global scalability, and the challenges of the COVID-19 pandemic.
• Introduction of advanced technology and analytics for data-driven decision making and redesigned assessment processes for a more inclusive recruiting strategy.
• Specific diversity enhancements were implemented, including neurodiversity assessment projects and collaborations with partners like WayUp to improve diversity in key locations.

The results of this partnership include winning several prestigious awards: the 2022 ISE, Tiara Recruitment Awards, Recruitment and Marketing Awards, and the 2023 National Graduate Recruitment Awards.

Here's what an early careers recruitment lead had to say about the partnership:

“At Rolls-Royce, we have the aspiration to be the early career employer of choice, not just in the UK, but globally. And we’ve refreshed and redesigned how we attract, recruit and onboard our early career talent. The whole AMS team have played a significant role in shifting us from traditional methods and have been influential in how we assess based on skills and behaviours, embedding technology into our processes, and ultimately improving candidate experience”.

Read more about this case study here.

Experience and Expertise: Working with an Early Careers Partner

Talent acquisition is more competitive than ever; to remain competitive, you must view your early career talent strategy as a necessity, not just a nice-to-have. We have partnered with leading organizations, including Rolls-Royce, to tackle complex global and technological challenges and build a pipeline of qualified candidates that fuel the next generation of innovation.

You don’t have to establish an early career program alone. A partner like AMS offers the experience and expertise needed to create a best-in-class program. Our framework is tailored to help you identify the best candidates and convert these interns into future leaders within your organization. Our track record of proven success gives us confidence in our ability to deliver results for you.

Interested in learning more? Get in touch with us today.