Unless supervisors are engaged in the development of their grads, employers will fail to see a good return on investment from their programs and won't build a strong leadership pipeline, according to graduate development expert Josh Mackenzie.
Drumming up support for social media initiatives and a referral program was "challenging", but Deloitte Australia now saves about $6 million annually on its recruitment costs, according to recruitment and mobility leader James Elliott.
Employers that want their graduate employees to become young leaders should start teaching them the necessary skills from year one - even if this means spending less time on "the basics", says Development Beyond Learning managing director Josh Mackenzie.
Graduate programs that separate recruitment from development are at risk of over promising and under delivering, says David Cvetkovski, national manager of strategy and delivery at Fusion Graduate Management Solutions.
Employers that want to access top talent fast and develop leadership skills among existing employees should consider implementing an intern program, says Ernst & Young managing partner and people leader Lynn Kraus.
The key to taking your graduate program to "a whole other level" could be as simple encouraging managers and graduates to grab a coffee together, says Development Beyond Learning director Josh Mackenzie.
Employers whose graduate induction programs are little more than a one-off "information dump" miss an important opportunity to engage new employees from day one, says Development Beyond Learning director Josh Mackenzie.