Six Signals from AAGE 2025 Shaping the Future of Graduate Programmes

The AAGE Conference in Brisbane gathered hundreds of early talent professionals for three days of debate, connection, shared lessons, and future-focused thinking. While the themes were broad, one clear message came through – graduate programmes are evolving fast, and employers across Australasia need to evolve with them.

For New Zealand employers, the conference offered a chance to see what the hot topics are in Australia to see what might translate over to the NZAGE Summit in November in Auckland: More data, more design, more humanity. Here are six ideas that stood out.

1. Impact matters more than activity

Here at Talent Solutions we talk a lot about the importance of measuring the right things in your graduate programme.  There’s a growing shift toward measuring what really makes a difference. Employers are being encouraged to stop counting processes and start understanding outcomes - what’s working, what’s not, and what genuinely moves the dial on retention and performance.

The takeaway for graduate teams is simple: know your value. Link your programme outcomes to business goals and share that story widely. It’s not about more reporting - it’s about showing impact in a way that gets leaders’ attention.

2. AI is here - but it’s not the whole answer

AI continues to spark strong discussion. From automated assessments to chatbots and video interviews, there’s plenty of innovation happening, but also a fair amount of caution.

A key concern raised by employers across sessions was that AI platforms built for UK or US markets may not translate well here. Graduate candidates in Australia and New Zealand tend to be more wary of AI-driven assessments, and adoption is likely to take longer. Cultural fit, fairness, and candidate perception will all play a big part in how these tools are received.

The overall sentiment? Use technology to make the process smoother and smarter, but don’t lose the human touch.

3. Leadership that inspires effort

One of the most practical sessions explored how leadership drives graduate performance. Our leadership programmes for Managers of graduate talent have been getting a lot of attention in 2025 and it was interesting to hear this is also a big focus in Australia.  Good leaders create space for others to grow. They know that their job isn’t to be the hero - it’s to help others shine.  

While many will be familiar with the GROW coaching framework, another framework shared was the SIN framework (Situation, Impact, Next steps).  A simple, effective tool for coaching conversations. It helps leaders strike the right balance between empathy and accountability. For today’s graduates, leaders who are emotionally intelligent, consistent, and don't forget the importance of having fun are the ones who are in the best position to get the most out of their teams.

4. Inclusion starts with design

Our sister organisation Brightworks led one of the most popular break-out sessions in the conference on the topic of neuro-inclusion and it was a theme that featured strongly throughout the conference. With more than half of Gen Z identifying as neurodivergent, the need to rethink recruitment and development design is urgent.

Traditional processes – such as group assessments or timed testing – can unintentionally exclude great talent. The takeaway was clear: inclusive design is now a competitive advantage. Employers that build programmes where everyone can contribute and belong will be the ones that hold onto their best people.  Please email us on info@talentsolutions.co.nz to register for our next event on this topic.

5. Resilience and reflection are the new must-haves

Talent Solutions launched Developing Workplace Athletes in 2025 which centres on the building of resilience across graduate cohorts, so it was great to see this recognised as of critical importance for employers in Australia as well.  When delegates were asked which skills matter most in their graduate cohorts; Communication, resilience, and critical thinking topped the list. These are the qualities that help graduates handle change, ask good questions, and bounce back when things get tough.

Programmes that help graduates understand themselves – and how they respond to challenge – will produce stronger, more adaptable professionals. Resilience is no longer a nice-to-have; it’s a skill worth developing deliberately.

6. Purpose is still the difference

A consistent thread across all sessions was the importance of purpose. Graduates want work that feels meaningful, in organisations that stand for something real. They value honesty, consistency, and opportunities to make an impact.

The best programmes connect purpose to experience – helping graduates see how their work matters and giving them ways to learn from each other along the way. It’s that combination of purpose and connection that keeps people engaged for the long term.  Developing a powerful GVP (graduate value proposition) is a good place to start your planning for 2026.  Chat to us if we can help.

Looking ahead

For New Zealand employers, the message from AAGE 2025 was clear: the future of graduate development is personal, data-aware, and deeply human. The organisations that succeed will be those that balance technology with empathy, measure what matters, and build cultures where graduates feel both stretched and supported.

At Talent Solutions, we’ll continue to champion these conversations – helping employers turn insight into action and shape the next generation of talent.