Early Career Recruitment
Finding your future talent
Early
Career employees will be your future leaders.
Identify talented individuals who are in the early stages of their career, and shape them into your future leaders.
PREPARE FOR today
Find employees with the skills, capability & the stretch to deliver for your business from day 1.
prepare for tomorrow
Ensure your new employees are high-potential and have the stretch to deliver in the future.
bring experience
Experience is often critical to success – bring in employees with past experiences to help make your business better.
grow your own talent
Without fresh talent, your talent pipeline will run dry. Invest in early career employees to grow your own future leaders.
Get a better workforce in 3 steps…
brief us
Schedule a briefing call so we can understand your succession plan requirements.
make your SELECTION
We find you great people. Observe them in action as we guide you through a rigorous and bespoke assessment process and you make your selection.
welcome your new hires
On-board your new recruits to drive your business forward.
Early Career Recruitment Details
Early Career employees are a key part of a workforce. Having gained some experience in the workforce, they’re usually 2nd or 3rd jobbers who can bring the benefits of apprentices and graduates, but with more practical experience and business exposure.
Early Career recruitment helps to:
• Plan for Succession
• Build a talent pipeline
• Ensure your business maintains the knowledge from baby boomers due to retire soon
• Fill skills gaps
• Address talent shortages
• Bring in talent who can hit the ground running
• Improve processes by drawing upon previous experiences
• Invest in the future of your industry
Much like our apprentice and graduate recruitment, our process centres around demonstrating a candidate’s cultural fit, current capability and future stretch. We do this by using a robust, multi-stage process that is tailored to the role you are recruiting for.
Services we use in the process include:
• Attracting, searching & screening candidates
• Telephone or video interviews
• A virtual or face-to-face Discovery assessment centre – including group tasks and a competency-based interview
• Virtual or face-to-face assessment centre design – often including group/individual tasks and a competency-based interview
• Facilitation of the client assessment centre either onsite, in our offices or virtually
• Making offers and rejections, and providing feedback
Get to the core of your candidates
Evidence-based
Don’t just rely on candidates’ CVs. See first-hand the raw potential they have to deliver excellence for your business.
Business-specific
A candidate who has been great for another business doesn’t automatically mean they’ll be great for yours. Ensure your employees are the right fit.
Role-specific
Your new recruits will come with a multitude of transferable skills – they may not have done the exact role before, so ensure they have the capability for your role.
Identify behaviours
People are driven by behaviours, find employees with the behaviours to drive forwards your business & their role.
Identify capability
Identify the current ability of early career employees to ensure they are able to deliver for your business from day one.
Identify stretch
You’re recruiting talent for the future; know that candidates have the stretch to grow & become your future leaders.
Are you ready to improve your workforce?
The Discovery ‘Way’
Use a joined up approach through Diagnostics, Recruitment & Training to build a better workforce.
Diagnostics
Before taking action, take the time to understand how you need to build your workforce to reach your business’ goals and reduce wasted spends.
recruitment
Get the right people in your business with the behaviours, stretch and capability that will ensure your business succeeds.
training
Business doesn’t stand still: develop your employees to increase their capability, prepare them for future roles & future-proof your workforce.
