💼 Graduate Hiring Isn’t Broken, But Our Approach Might Be

Is it too late to say happy new year? 😅 probably, but I’ll say it anyway!

I hope that the beginning of the year has been kind to you all.

A few days ago, I was sent this article by one of our board members, Laura. Now, is the headline clickbait and sensationalist, yes. But it does echo concerns I’ve been hearing from our corporate partners and beyond.

Frustration with the sheer amount of AI-generated applications flooding hiring processes, alongside confusion about how to set guidance for responsible AI use going forward. But beyond the AI discussion, there’s another issue to address: employers are struggling with the lack of workplace readiness among new hires.

This isn’t a new phenomenon though; apprentices and graduates aren’t prepared for the world of work. They lack real-world experience, essential soft skills, or the ability to navigate professional environments. But if I dig a little deeper, I have to ask: what role do employers play in fixing this? The onus shouldn’t just be on the students themselves to resolve this challenge.

It wasn’t long ago that companies took an active role in developing talent, not just selecting it. Many of today’s senior professionals got their start because someone saw potential and gave them the space to grow, understanding that skills like communication, business acumen, and problem-solving are built through experience, not just learned on campus.

Somewhere along the way, that investment in talent development before recruitment has faded. A few careers fairs and Zoom information sessions are no longer enough. The reality is that the companies willing to invest in early talent now, before they enter the hiring funnel, will be the ones that stand out as employers of choice in the years to come.

We work with employers who recognise this shift and are proactively shaping their future workforce. Through early engagement, real-world skills-building, and long-term relationship-building, we’ve seen that when companies provide structured development opportunities, they not only attract stronger candidates but retain them for longer.

So, if the talent pipeline feels broken, the question shouldn’t just be “why aren’t graduates ready?” but “how can we create the conditions for them to succeed?”

It’s an ongoing challenge, but one that has clear solutions for those willing to take a long-term view.

What Can Employers & HR Leaders Do Next?

If this resonates with you, here are some thought-starters and actions to take away:

1️⃣ Shift the focus from ‘attraction’ to ‘investment.’ Recruiting talent is one thing, but how much are you investing in their growth, development, and long-term success? A strong employer brand isn’t only about outreach, you have to create a culture and environment worth staying for.

2️⃣ Redefine what ‘work readiness’ actually means. If today’s graduates are falling short of expectations, ask whether those expectations are realistic. Are you hiring for trainable potential, or expecting candidates to walk in fully formed? Some skills need to be developed on the job.

3️⃣ Engage before the hiring process starts. The best early talent strategies aren’t reactive, they’re proactive. Work with schools, universities, and networks like ours to identify and develop promising young professionals before they’re in the hiring pool.

4️⃣ Offer meaningful development, not just a job. The number of graduates leaving roles within three years due to poor training, lack of progression, or weak leadership structures is growing. If retention is an issue, it’s time to reassess how development opportunities are structured. This also includes training team leads and middle managers on how to support and manage people.

5️⃣ Challenge outdated hiring criteria. If your early careers hiring still revolves around rigid academic requirements, narrow university pools, or traditional assessment methods, it’s time to rethink. The best talent isn’t always the most obvious on paper; potential, adaptability, and mindset are just as important.

We know that graduates are already doing the work.

Many are actively engaging in professional networks, gaining experience, and showing ambition. But the other side of this equation needs to be strengthened as well.

What’s your take?

We have been shortlisted for the British Diversity Awards in the Social Mobility of the Year category!

We launched our Black Girls in Property programme only two years ago and we’ve been able to make incredible progress with our alumni with over 50% of them still pursuing real estate and built environment related opportunities to date.

I’m so excited to be running this programme for the third year in a row, this August - if you’d like your company to be involved; please respond to this email.

In December, AECOM’s Environment, Water & Energy team approached us with a challenge, quite literally!

They wanted to organise an impact-driven event for their leadership, and we delivered a Social Impact Challenge Day that brought members from our community into AECOM’s head office to tackle real-world issues in social impact and infrastructure. With the support of AECOM employees, teams worked together to develop solutions and pitch their ideas, competing for a prize at the end of the day.

Despite starting as strangers, our community members quickly pulled together, demonstrating teamwork, creativity, and problem-solving skills under pressure (they only had three hours!). Their energy and ideas were brilliant, and they made an incredible impression.

For AECOM leadership, this was a fresh way to spend their volunteer and social impact hours; speed mentoring and connecting with future talent while sharing their expertise.

A true win-win for everyone involved!

We’ve partnered with employers across the industry to create meaningful, long-term talent strategies.

Some of the ways we’ve supported companies include:

✅ Early talent attraction – Engaging and inspiring the next generation of industry professionals.
✅ Apprentice & graduate development – Equipping early talent with the skills and confidence to thrive.
✅ Workshops & leadership talks – Helping teams better understand and engage emerging talent.
✅ Work experience placements – Providing hands-on exposure for students considering careers in the sector.
✅ Hackathons & industry events – From market predictions to development tours, we create experiences that matter.
✅ Intern & graduate recruitment – Connecting companies with ambitious young talent ready to make an impact.

📅 If you’re interested in exploring our packages and ways we can work together, please feel free to book a call with me!

Thanks for reading, catch you on the next one!

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