02.08.2019

Graduate schemes are damaging corporate brands

Slow, boring and outdated graduate schemes are damaging company reputations, according to new research from Tempo. The poll of more than 1,000 recent UK graduates found that 61% believe that graduate schemes are tied to traditional businesses, while 53% think the importance of schemes is overplayed.

Graduate schemes are falling out of favour with applicants, with their faults becoming exposed. When asked about the greatest issue with the application process, almost two-thirds (58%) found the process old-fashioned and time consuming, almost half (47%) wanted more insight, a quarter felt like they had to lie and the same amount thought communication was lacking. Perhaps most worryingly, 65% of graduates find the graduate application process daunting.

All of these issues are deterring graduates from applying to schemes. Indeed, 51% of those who applied or secured graduate schemes, opted for another means of business entry. It’s no wonder that two thirds of the UK’s top graduate employers state ‘improving candidates’ perceptions of the company’ as a key business challenge.

“Schemes are still the main method of graduate and entry level recruitment for many companies. While they are an important avenue to talent, they are fast losing relevance. Today consumers and graduates alike expect great customer experience and opportunity to personalise the scheme. They demand two-way communication, visibility and constant, personalised learning opportunities. Our research shows that graduate schemes are currently failing on all three,” said Ben Chatfield, CEO and Co-Founder at Tempo.

“Not only does this stop graduates from applying, meaning business misses out on top talent, but it has profound business implications. More importantly, poor candidate experiences intrically damages a company’s brand. Old-fashioned, lumbering and inept – this is how companies with graduate schemes are currently viewed by graduates. If companies care about developing a reputation and culture of development, they must utilise multiple methods of recruitment that cater to the expectations of those entering the workforce,” concluded Chatfield.

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