Inside Early Careers - October Edition

Inside Early Careers -October Edition

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Autumn signals the busiest season in early careers.

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From award nights to assessment centres, September has reminded us of something important: success isn’t just about offers. It’s about belonging, confidence, and connection.

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This month, we’re reflecting on:

✨ What ACs mean beyond offers

✨ Inclusion in action at Pride Day

✨ What candidates want for 2026 schemes

✨ Celebrating two award wins

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Assessment Centres: More Than Offers

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AC season is wrapping up — but these moments are about far more than making offers.

For many candidates, an AC is their very first step into the professional world. A positive experience at this stage can build confidence, foster belonging, and spark a proactive attitude towards the future.

It’s also about retention: well-run ACs reduce reneges. That’s why, in next week’s mini blog series, we’ll explore what our own renege data shows — and practical steps employers can take to improve outcomes.

💬 “I’m a current student in my final year. A great job was advertised to me which I applied for. Pella called me for an initial conversation, which was quickly converted into an assessment centre. She was thorough, really helpful, and kept me updated throughout. Could not recommend her enough — thanks to her tips I secured my job!” — Candidate feedback, Google Review

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Pride in Practice

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In September we delivered an open Pride Day for a global bank. The event was a huge success, with both clients and candidates walking away inspired.

The lesson for employers? Inclusive days like this aren’t just good PR. They open doors for individuals who may otherwise be overlooked, and they show how creating safe, visible spaces can change lives while strengthening ROI.

We’re proud to have played a part -and we look forward to supporting more initiatives that put inclusion into action.

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What Candidates Want Going Into 2026 Schemes

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As we look to the next hiring cycle, candidate expectations are evolving quickly -and the signals are clear.

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📊 At a glance:

• Culture, mission & ethics = 2× more important than salary (ISE/Prospects)

• 39% of grads use AI in applications; 30% write CVs from scratch with it (Prospects)

• Employers receive an average of 140 applications per grad job (+59% YoY, Prospects/ISE)

• 54% of employers flag self-awareness gaps; 46% highlight resilience (Prospects/ISE)

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👉 What this means: Employers must lead with values, design fair processes, and invest early in human skills like resilience and communication. Attraction is no longer enough -it’s about building trust and readiness from day one.

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Celebrating Recognition

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We’re honoured to have taken home two awards this season:

🏆 Best DE&I Service Excellence Award at the Recruiter Awards

🏆 Best Early Careers Strategy 2025 at the OnRec Awards

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These awards are a testament to the collaborative spirit of our team and the shared commitment of our clients and partners. They highlight that early careers and DE&I aren’t separate challenges -they are two sides of the same opportunity.

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(And yes, some of us are still recovering from the celebrations 🍾).

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Until Next Time

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As we move deeper into autumn campaigns, the focus shifts from attraction to impact: creating experiences that build confidence, foster belonging, and drive retention.

So, here’s a question for you: what’s one change you’ll make to strengthen your early careers strategy this year?

If you’re not sure, let’s explore it together. From AC design to mobility pipelines, we help employers turn ideas into action -and potential into performance.

👉 [Explore our latest insights] or drop us a note.

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