From Talk to Action: Emerging Trends in Early Careers from ISE 2025

Sanctuary Graduates & Apprentices

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July 1, 2025

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The ISE Conference 2025 offered a valuable chance to pause, listen, and reflect on how early careers hiring is changing.

From conversations at the stand to formal sessions and informal chats, there was a steady undercurrent of curiosity and openness to change. Below are five themes we noticed - not just as takeaways, but as prompts for thoughtful progress.

1. AI in Hiring Is No Longer Theoretical - But It Raises Important Questions

Across several sessions, there was open discussion about AI’s growing role in early careers recruitment. Some organisations are already piloting AI-led screening or interviews. Others are watching closely, aware of both the opportunities and the challenges.

One concern raised repeatedly was fairness. While AI promises efficiency, there’s still a risk of bias – notably if systems are trained on historical data that reflects existing inequalities. This is especially relevant when considering underrepresented or non-traditional candidates.

There’s also a legal dimension on the horizon. Upcoming EU legislation, expected in 2026, could require employers to justify and audit their use of AI in hiring. Transparency and explainability may soon become not just best practice, but compliance necessities.

‍You might start by: Reviewing where AI tools currently sit in your recruitment process and thinking about what good oversight looks like in your context.

‍2. ROI Is a Common Friction Point

Many employers shared that they’re still struggling to clearly communicate the return on early careers investment - particularly to internal stakeholders.

‍A useful next step could be: Broadening your definition of success. Go beyond the number of hires - look at outcomes like engagement, performance, or development over time. \

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3. The Move Toward Skills-First Hiring Is Gaining Momentum

There’s growing consensus that hiring based on degrees or traditional credentials isn’t always fit for purpose - especially with roles changing so quickly.

‍To move in this direction: Start by clarifying the core capabilities that really matter in your roles. Then consider how those could be assessed without relying solely on CVs or qualifications.

‍4. The Small Moments Still Matter

FDM’s onboarding session that included parents/carers stood out - not because it was high-tech, but because it met people where they are. Simple things like clarity, introductions, and setting expectations helped reduce drop-outs.

‍You may want to explore: Opportunities to add more visibility and reassurance into your onboarding process - whether that’s pre-start touchpoints, informal welcomes, or Q&A sessions.

‍5. Peer Voice Is a Quiet Force

Student panels, ambassador stories, and peer-led sessions consistently resonated. There’s something about hearing from someone who’s been there recently that cuts through.

‍Consider experimenting with: A small, structured ambassador programme. Even a few stories, shared authentically, can help others see themselves in your organisation.

‍In Closing

What we took from ISE 2025 wasn’t urgency or pressure, but clarity. Many employers are reflecting on similar challenges, and it’s encouraging to see knowledge being shared so openly.

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We’ll continue these conversations with our partners and clients over the coming months. If any of these themes resonate, we’d be glad to explore them further with you.

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