This week we look at what drives a graduate’s willingness to recommend the programme they are on. This builds on our work looking at how to make your graduates feel happier, and how to help your graduates feel they are making progress. Again, we have some suggested actions that the regression analysis from our data strongly implies will make the biggest difference. Less opinion and more fact. The question of recommendation and how likely a graduate is to recommend their sche

A sense of making progress is a good indicator of success for a graduate. This article looks at the evidence of what you can do to make thi

We are approaching the start of another graduate season with 1000's about to start and teams starting to worry about what they need to do to make this year better than last year. This is the first of a series of 4 articles that digs in to our unique data set to identify what is it that really makes the difference in delivering a great graduate scheme. We have been collecting data on graduate schemes for 7 years across a range of companies and sectors. We have consistently co

Talent is like advertising, everyone has an opinion and are not afraid to express it. What makes talent even more challenging is that talent is embedded in the day to day activity of managers. Their opinion get implemented. Managers have their own pet theories of what talent really is and how to spot it. They are willing to share their views on people. They will happily pronounce on peoples' future potential. They will delve into discussions about peoples' inner personalit