ISE’s workshop explored how employers manage graduates moving from development programmes to permanent roles.

Over 50 members took part in our workshop, which was designed and delivered by ISE Finance sector co-chairs Katie Walker (Deloitte) and Katie Hardaker (BNP Paribas) to enable employers to share knowledge and experience of the roll off process.

They discussed how they run their process, the lessons they have learnt and key aspects of the permanent process such as contract type, support, line manager engagement and influencing the business.

Approaching roll off

There are a wide range of approaches being undertaken with regards to roll off, including application/recruitment processes, straight-to-desk placements, and combinations of both.

No single ‘best practice’ emerged from the discussion, but it was clear that the most effective approach should fit the context of an organisation, its early careers programme and talent.

Some of the key activities to support a successful transition into a permanent role include:

• Proactive communication: Organisations are emphasising clear communication of the permanent role process from the very start of the graduate programme. This transparency helps set expectations early on and reduces anxiety about the transition.
• Performance management: There is a focus on ongoing performance management and feedback to support graduate development.
• Process reviews: Many companies are reviewing their permanent role processes to identify and address problem statements formed by manager and graduate feedback.

Challenges

Several challenges were identified in terms of managing roll off:

• Graduate anxiety: Uncertainty about future roles is a key concern. This is exacerbated by a lack of clarity around timelines and expectations, and/or fear of not securing a desired role.
• Flexibility: Balancing business needs with graduate preferences is tough.
• Forecasting: Predicting future roles is difficult, leading to bench time for graduates hired straight-to-desk.
• Support: Graduates need continued support and development beyond the programme to avoid a ‘cliff-edge’ experience.

Overcoming challenges

Organisations discussed the rise in graduate anxiety around the permanent role process. They are mitigating this through:

• Setting clear expectations from the start of the programme.
• Extending the window for graduates to secure a role.
• Providing clear timelines and communication.
• Offering more roles than graduates when hiring through an application process.

Employers highlighted the importance of stakeholder engagement – early careers professionals need to utilise the expertise of wider HR teams to support this process.

Leveraging alumni was also noted as an effective solution in terms of mentorship, recruitment and support.

Taking action

To progress some of the themes discussed in the workshop, attendees have agreed to:

• Share learnings: Disseminate key insights and takeaways within sector forum groups.
• Connect and collaborate: Connect and continue discussions with likeminded members on specific topics.
• Process review: Conduct internal reviews to identify areas for improvement based on workshop insights. Consider:
  o Timeline extension – explore extending the window for graduates to secure roles to alleviate anxiety.
  o Stakeholder engagement – formalise engagement with wider HR teams, such as People Engagement, to improve forecasting and role identification.
  o Post-programme support – design and implement strategies to provide ongoing support and development opportunities beyond the formal programme.
• Resource development: Explore tools and resources to streamline processes and enhance graduate support. Examples include, graduates collating a portfolio of work throughout their programme to support securing a permanent role.
• Retention impact analysis: Undertake analyse of retention data to understand the impact of different roll off approaches and post-programme support on retaining or losing talent at this point in the process.

If you were unable to attend the workshop and would like to be involved in any of these follow up actions, or part of the ongoing conversation please get in touch.

Thank you to Katie Walker, Katie Hardaker, and to all who contributed to making this workshop a stimulating set of conversations, which we look forward to hearing more about in the coming months as members continue to explore these topics together.

Find out more about ISE events and opportunities to share and collaborate.