dc14 7. engaging the hearts and minds of graduates (capp)

Engaging the Hearts and Minds of Graduates 

AGR Development Conference 13 March 2013

Nicky Garcea and Vernon BryceIn Partnership with Engage Group

Capp

Capp is a strengths-based assessment, product and platform business. 

30,000 SST completions

in 2012

Founded

2005 

Products and Solutions used

in 120+ countries

800Accredited test users

Working with

200+ Organisations

70,000Realise2

users

30,000 2013 =

candidates screened for strengths

Capp Clients

1. Culture Shaping

Strengths Transform

Engagement Matters

Today

1. The engagement honeymoon

 2. Drivers of graduate engagement 

3. Sustaining graduate engagement

The ‘Honeymoon’ Effect

Less than 1 year

1 to less than 3 years

3 years to less than 6 years

6 to less than 10 years

More then 10 years

73%

51%

39%

46%

55%

78%

55%

43%

54%

61%

Graduates All employees

[Source: Engage Global Benchmark Survey, November 2013]

% fully engaged:

Top 10 Drivers of Engagement Boomers

• Recognition

• Communications

• Culture and values

• Empowerment

• Reward

• Work-life balance

• Customer focus

• Working environment

• Job security

• Career opportunities 

Generation X

• Recognition

• Communications

• Empowerment

• Culture and values

• Working environment

• Line of sight

• Career opportunities

• Line management

• Reward

• Job security

Generation Y

• Recognition

• Communications

• Working environment

• Career opportunities

• Organisational reputation

• Performance management

• Teamwork

• Open and honest leadership

• Line management

• Line of sight

Graduates

• Recognition

• Organisational reputation

• Empowerment

• Communications

• Career opportunities

• Working environment

• Open and honest leadership

• Line of sight

• Culture and values

• Performance management

[Source: Engage Global Benchmark Survey, November 2013]

Current Graduate Issues

4 in 5 want regular feedback from their manager

7 in 10 want “me time” at work

9 in 10 believe they deserve their “dream job”

1 in 2 would rather have no job than have a job they hate

3 in 5 feel they will switch jobs in less than 5 years

[Source: Engage Global Benchmark Survey, November 2013]

1 in 3 prefer recognition from their manager/ peers or a promotion over higher pay

What can we do?

• Create realistic and relevant engagement throughout recruitment  

• Align assessment output to in-role management • Person-centred on-boarding • Strengths-based line management • Strengths and engagement focused development 

Pre-engage Re-engage

www.realise2.com

Strengths and Engagement on Campus

Intuitive CMS

PersonalisedContent

Instant preview& update

Detailed MI Multi-groupmanagement

Responsive

Document Library

Check Lists Messaging & Networking

system

Events & Calendar

Quick set-up time

Secure Core updates (saas)

Bolt on modules Video Guides

…a personalised & interactive online portal to support

communication between businesses and individuals.

Nestlé Strengths-based feedback report

As recruiters and developers of early career employees how can we reduce

the honeymoon effect?

www.realise2.com

Realise2 4M Model of Development

Marshal:

Moderate:Minimise:

Maximise:

The employability and recruitment platform

www.jobmi.com

What is the smallest thing that you can do to make the biggest

difference to increase engagement of graduates?

Share with us: nicky.garcea@capp.co

Thank you, questions, keep in touch

Nicky Garcea (CPsychol) Chief Customer OfficerCapp+44 (0) 2476 323 363nicky.garcea@capp.co

Vernon Bryce (CPsychol)Chief Commercial Officer Cappvernon.bryce@capp.co

Dr Andy Brown CEOEngage+44 (0)7776 143 854andy.brown@engagegroup.co.uk

www.capp.co www.jobmi.com

www.realise2.com

www.engagegroup.co.uk