5 keep warm activities that really work for 2025

Jan 31, 2025 | Development, Home Featured, How-to

Innovative keep warm strategies can revolutionise early careers recruitment by keeping candidates engaged, prepared, and excited for their new roles, explains Anna Buckley from AmplifyME.

The keep warm phase between offer acceptance and programme start is a critical, often overlooked moment to secure engagement and retain early careers talent.

According to the ISE Student Recruitment Survey 2024, nearly a quarter of candidates withdraw or disengage from recruitment processes, a startling statistic when only 9% of recruitment budgets are allocated to keep warm activities.

For 2025, forward-thinking employers must innovate to maintain candidate excitement by investing in engaging candidates and ensuring a seamless transition during the recruitment process to reduce withdrawal rates. Rooted in insights from the finance sector, these strategies offer versatile solutions that can elevate candidate retention and engagement across industries.

Here are five keep warm strategies to consider, inspired by years of experience and proven success in early careers recruitment.

1. Monthly wellbeing check-ins

Supporting candidates’ wellbeing extends far beyond generic updates. Monthly touchpoints offering practical advice, from relocation tips to genuine support that can ease the transition and build trust. Student ambassadors from previous cohorts can share relatable experiences, making the interaction feel personal.

Silvia, a former AmplifyME intern, shared how her employer’s thoughtful relocation advice made a significant impact:

“I moved to London from Italy at 24, and I was so grateful to have my campus team reach out. Sharing with me not only access to courses and material to prepare for the role, but also general advice on moving to London – including which are the best areas and how not to be ripped off by letting agencies! – was so incredibly useful, and I followed a lot of the recommendations.”

2. Gamified learning

Role-specific simulations or gamified learning activities prepare candidates for their roles while keeping them excited and engaged.

Providing access to a portal with on-demand resources-such as technical, professional, and soft skills courses-ensures continuous learning without overwhelming them. This approach enhances work readiness and builds a stronger connection to the role before their official start.

Incorporating tailored, assessed simulations helps candidates get desk-ready, engage at a high level, and allows your team to track performance data. These insights assist with role allocation and identify areas requiring additional support.

For example, AmplifyME’s financial simulations enable candidates to experience job-specific scenarios while earning skill badges. Clients have used this to assess readiness and allocate roles more effectively. Recommended reading lists, curated by previous graduate cohorts, can complement these efforts by blending learning with enjoyment.

3. Mentorship and buddy programmes

Pairing candidates with mentors or buddies from similar backgrounds can demystify the workplace and ease first-day nerves. Mentorship programmes offer not only practical guidance but also foster long-term connections within the organisation.

It can help to personalise the journey. For example, RBC’s Women’s Advisory Program pairs new hires with mentors, enhancing confidence and belonging for underrepresented groups.

Marc Caporiccio, Global Diversity Lead for Early Talent Acquisition, remarked, “At RBC, we made sure that each of the women selected to join the RBC Capital Markets Women’s Advisory Programme were paired with someone in the business who could offer helpful guidance and practical advice from a place of experience.”

4. Inclusive virtual events

Virtual events tailored to diverse interests foster a strong sense of belonging and build community before day one. Departmental webinars, Q&A sessions with senior leaders, or fun team-building activities like virtual escape rooms can make candidates feel connected.

For example, hosting events where candidates can interact with future teammates or learn about the company’s goals creates excitement and reduces pre-start anxieties. Additionally, spotlighting Employee Resource Groups (ERGs) during these events can help candidates see the organisation’s commitment to inclusivity and belonging.

5. Student ambassador campaigns

Engage current interns or alumni as brand ambassadors. By sharing their experiences and organising events on campus, they become authentic voices of the organisation, reinforcing its appeal among peers.

By empowering ambassadors to host Q&A sessions, social media takeovers, or casual coffee chats, organisations can bridge the gap between candidates and their future workplace. Ambassadors’ authentic insights provide a relatable connection that builds trust and strengthens the candidates’ commitment to their new roles.

Measurable impact

Organisations that prioritise well-structured keep warm strategies see significant improvements in candidate retention and readiness. According to the Society for Human Resource Management (SHRM), effective onboarding improves employee retention rates by 52% and time to productivity by 60%.

Beyond operational gains, keeping the human element at the forefront of these strategies is crucial. Structured buddy and mentorship programmes create meaningful connections, making candidates feel valued and at home.

For example, AmplifyME’s approach to providing tailored simulations, mentorship, and continuous learning opportunities has led to higher engagement levels and smoother transitions for new hires. By investing in these strategies, employers ensure that candidates are not only prepared but also motivated to begin their roles with confidence.

In 2025, the most effective keep-warm strategies will combine automation with a human touch to foster meaningful connections. By balancing structured mentorship, opportunities for social bonding, and personalised engagement, organisations can ensure new hires feel valued and committed.

Investing in these practices not only prevents poaching but also lays the groundwork for a unified and loyal workforce, ready to thrive in their new roles.

Development and onboarding trends and practices will be explored at the forthcoming ISE Student Development Conference 2025.

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