AAGE has once again proved to be the go-to event for Graduate Employers wanting to source the latest information, programs, and expertise in order to enhance their graduate programs. The latest recruitment initiatives were on display at the conference, along with new approaches for development programs to improve the developmental journey of graduates.
During our recent Australia-wide Masterclass series, Fusion became aware of a considerable demand from Graduate Managers for information around both Success & Development Profiling and the customisation of Development Programs. In response to this, earlier this month the Fusion Development team delivered a breakfast seminar to 20 of the leading graduate managers in Melbourne, in which we launched the latest Profiling and Development research analysis, showcasing the Top 5 Graduate Profiling findings.
150 of Australia’s leading Graduate Managers from a diverse range of small, medium and large private and government organisations attended our Graduate Recruitment and Development Masterclass series held around Australia during September.
At our recent breakfast seminar in Melbourne, we released the results of our latest graduate profiling analysis: examining behavioural preferences of Australian graduates over the past two years. As the majority of the recruitment programs we deliver include behavioural assessments, we are in a fortunate position to have access to over 800 graduates’ individual behavioural results over the past 2 years, across a range of different industries. Read More >
Based on thought provoking discussions with some of Australia’s leading Graduate Managers at our recent Australia-wide Masterclass Series we thought it timely to expose the Top 5 Graduate Recruitment & Development trends evolving in our Industry.
Often graduate employers and managers are so focused on their selection and retention strategies (which, don’t get me wrong, are both critical to the success of any good graduate program) that they can forget their attraction or marketing strategies. As graduate employers, we must ask ourselves: how can we select the best and brightest graduates, if we have failed to ATTRACT them in the first place?
There are a lot of misconceptions when it comes to graduate programs (recruitment process in particular). A very common example of this is the amount of energy and effort spent on students having a killer cover letter and CV – when really, many employers would shortlist almost solely on the basis of an online application form in the first instance.