Inside Early Careers Newsletter - September Edition

Welcome!

As summer winds down and we hit the peak of hiring season, there’s plenty to reflect on across early careers and DE&I. From AI embedding itself into everyday hiring to major shifts in skills-first approaches, success now lies in clarity and connection - not just volume.

In this issue:

• AI in Practice: Moving to a human-centred approach

• Skills-First Hiring: From pilot to performance

• Social Mobility: From access to progression

• Candidate Priorities: Culture over cash

• Development & Resilience: Back to face-to-face

• ROI & Analytics: What really matters

AI in Early Careers: Between Innovation and Integrity

Let’s be honest - we’ve all heard a lot about AI lately. But here’s the kicker: it’s already shaping early careers in ways we can’t ignore.

• 39% of graduates now use AI in applications; 30% even generate entire CVs with it (Prospects).

• Employers are split - 37% admit they’re unsure how to apply AI in attraction and assessment (ISE).

• Regulation is coming: the EU AI Act (2026) will demand transparency and auditability.

So what’s the takeaway? AI is a tool, not a crutch. Employers should require candidate declarations, refresh assessments, and invest in AI literacy. Because in the end, it’s the human edge - curiosity, adaptability, ethics - that separates good candidates from great ones.

👉 And if AI exposes risks, skills-first hiring offers the clearest path forward.

Skills-First Recruitment: From Pilot to Performance

In last month’s blogs (From Potential to Performance and From Hiring to High Performance), we explored why skills-first hiring is more than a passing trend. The numbers speak for themselves:

• Retention up 9-10%.

• Diversity up 90%.

• Cost and time-to-hire slashed.

ISE insights show employers are maturing too - moving from descriptive metrics (time-to-hire) to predictive analytics(retention, pipeline ROI).

In short: skills-first hiring doesn’t just broaden the funnel, it strengthens the entire workforce.

👉 But hiring smarter is only half the battle. Progression - not just access - is the real test.

Social Mobility: From Access to Progression

Put simply: mobility equals retention.

Right now, high performers from low socio-economic backgrounds still progress more slowly. The class pay gap persists, and these barriers intersect with gender, ethnicity, and disability.

Here’s what makes the difference:

• Contextual recruitment: Use Rare CRS or upReach REALrating. Target potential over polish.

• Financial fairness: Cover travel/care costs, pay interns and apprentices fairly.

• Transparency: Clear job adverts, interview expectations.

• Bias-free hiring: Diverse interview panels; culture add, not culture fit.

• Pipeline building: Paid internships, quality apprenticeships, school outreach.

The business case is undeniable: boosting UK social mobility could add £170bn a year to GDP. And McKinsey shows diverse firms consistently outperform their peers.

👉 So the question isn’t why act? It’s where to start.

Candidate Priorities in 2025: Culture Over Cash

Here’s a stat worth sitting with: candidates now value culture, ethics, and mission twice as much as salary(ISE/Prospects).

They’re applying with less research and relying more on first impressions. And those impressions are shaped less by corporate polish, more by peer voices - ambassadors, employee stories, authentic content.

👉 Put purpose first, and let your people tell the story.

Skills Gaps & Development Trends

If AI dominates the headlines, the real story is human connection.

Employers say grads are entering the workforce with widening gaps in self-awareness, resilience, and communication. In response, development has shifted dramatically:

• 69% of training is now face-to-face (up from 28% in 2022).

• 67% say it’s the most effective method.

The trend is clear: small-group workshops, manager coaching, and resilience programmes are back in demand because they build what no algorithm can: confidence, empathy, and adaptability.

Stats at a Glance

• 39% grads use AI in applications

• +9% GDP if UK boosts social mobility

• 69% of early careers training is now face-to-face

• Culture/ethics valued 2× more than salary

• 54% employers flag self-awareness gaps in grads

Until Next Time

If you’re rethinking your early careers strategy this autumn, let’s talk. From ROI dashboards to mobility pipelines to skills-first pathways, we help employers turn ideas into action - and potential into performance.

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