Graduates remain the ‘bedrock’ of international emerging talent programmes

Graduates continue to account for the bulk of genuinely global entry-level programmes as businesses strive to build workforces which are internationally mobile and future-fit. That is according to the latest research The Next Chapter: Your New Global Graduate Programme from talent acquisition and management consultancy, Alexander Mann Solutions.

However, the white paper, which is based on quantitative research and in-depth interviews with global brands including Rolls-Royce, GE, HSBC and BNP Paribas, amongst others, also highlights how many organisations struggle to find the most effective way to engage with and pipeline what often appears to be a challenging talent pool – particularly when attempting to balance a global Employer Value Proposition (EVP) with local cultures.

The research also reveals the ambitious and innovative steps that world-leading businesses are taking to triumph in the ‘war for talent’, which include: smart targeting, authentic messaging, local tailoring and blending digital engagement with the human touch.

Sandrine Miller, Global Head of Emerging Talent Consulting, Alexander Mann Solutions, comments:

“Our research found that graduates remain the most valuable source of emerging talent for almost half (47%) of senior HR leaders. The concept of a regional or international programme designed to attract and engage graduates of the world’s most highly rated universities is nothing novel to organisations. However, many major employers are now starting to question and review their traditional emerging talent strategies in what is arguably the most rapidly evolving candidate and business marketplace in history.”

“It’s clear from our research that the future of emerging talent programmes will be one of increasing alignment of the real needs of the organisation and the reality of the talent landscape. A ‘one size fits all’ approach is now irrelevant and outdated. Instead, tailored solutions will need to be developed which specifically address issues such as geographic dispersal, attrition and the differing requirements of individual businesses and functions under a corporate umbrella, if we are to succeed in sourcing and retaining the future generation of top talent.”