dc14 7. engaging the hearts and minds of graduates (capp)
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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: [email protected]
Thank you, questions, keep in touch
Nicky Garcea (CPsychol) Chief Customer OfficerCapp+44 (0) 2476 323 [email protected]
Vernon Bryce (CPsychol)Chief Commercial Officer [email protected]
Dr Andy Brown CEOEngage+44 (0)7776 143 [email protected]
www.capp.co www.jobmi.com
www.realise2.com
www.engagegroup.co.uk