In July, the NZAGE (New Zealand Association of Graduate Employers) and the AAGE (Australian Association of Graduate Employers) held a Mid-Year Market Insights webinar. 

The webinar featured AAGE CEO Shanan Green, AAGE Committee member and Graduate Programs Manager at Westpac Group Natalie Gibbons, NZAGE Committee member and Graduate and Intern Programmes Lead at Auckland Council Lacey Knight, and NZAGE Committee member and Manager of Entry Programmes at WSP Megan Herlihey. They discussed trends in graduate recruitment and development across Australia and New Zealand and how they are adapting to evolving market conditions.

The demand for graduate talent is increasing in both countries, with a notable rise in applications reflecting a positive shift in the job market post-COVID. Engaging high school students is becoming crucial to build future talent pipelines, as many students lack basic career knowledge. Early career education initiatives are vital for bridging this gap.

Internships and cadetships are key for nurturing talent and providing real-world experience. More employers are introducing or expanding these programmes, which are essential for preparing students for future roles and often lead to full-time employment.

Technology and digital tools, including AI, are transforming recruitment processes. While organisations explore these advancements, maintaining a personal touch is important to keep candidates engaged.

Recruitment challenges, such as talent competition and diversity targets, are top concerns. Employers are focusing on improving onboarding and pre-boarding processes to ensure candidates feel valued and supported from the start. Comprehensive training for managers and mentors is also being emphasised to aid in the smooth integration of new hires and to offer essential pastoral care support. Additionally, partnerships with organisations that specialise in diversity and inclusion are being leveraged to enhance recruitment strategies and support diverse talent pools effectively.

Expanding talent pools by including international students and exploring alternative educational pathways is becoming more common. Recent changes in visa regulations facilitate international graduates working post-graduation, prompting employers to consider this talent pool. Additionally, initiatives introducing students to various career paths are addressing sector-specific skill shortages.

Graduate development programmes are evolving to better support new hires, with innovations such as virtual internships and targeted training for managers enhancing support for new employees. Understanding generational differences and providing appropriate guidance are also key focuses.

The graduate and intern recruitment landscape in 2024 is marked by significant changes and trends. Organisations that focus on expanding talent pipelines, leveraging technology, and improving candidate engagement will be better equipped to navigate these shifts effectively.

Remember to join our next NZAGE Forum Event on August 14th with Deloitte – winners of the 2023 Best Diversity and Inclusion award – the calendar link has been sent to NZAGE members – if you missed it email info@nzage.co.nz

Grab your tickets for the NZAGE 2024 Summit HERE.