Category Archives: Talent Strategy & Culture

In the Autumn issue of The Student Employer we outlined some ideas about how to engage managers in graduate development by reverse engineering your approach. Here are some further suggestions you can use to tackle this challenge

To deliver success in a modern, 21st century organisation, talent management strategy and processes must meet the needs of several stakeholders. Who are these stakeholders, what to they want, and how is this linked to the key issue of transparency?

This week we tackle a wider strategic problem for society – a bit of HR futurology. What are the assumptions about work that we are so close to, that we now don’t see them anymore? What blinkers are we wearing that are limiting our vision of what can be achieved? If you’re interested in challenging the status quo – read on!

20% of graduates apply to jobs that don’t appeal to them, just to get into employment. 66% of graduates said that they regretted accepting the job soon after starting in roles. 25% of graduates plan to leave their first job within 12 months. These figures are currently making waves – practically, what can we do about early career turbulence in the graduate market?

This is the second of our articles on what you need to do to create a culture where people drive their own development and career. In the last article, we looked at what to stop doing. In this article we ask – “What 6 actions can you take to reinforce a self-driven culture?”