Strengthening Connections Across the Early Talent Community
Strengthening Connections Across the Early Talent Community
Last week, our Talent Solutions team was pleased to host our annual Early Talent community roundtables in Auckland and Wellington. Thank you to KPMG for hosting our Auckland session, and to CA ANZ for welcoming us in Wellington. These events bring together early talent professionals from across industries to share insights, discuss emerging challenges, and explore new ideas in a collaborative setting.
Each session offered unique perspectives shaped by local context, but there were also clear common threads running through both conversations. Here are some of the highlights.
Common Themes from both Auckland and Wellington:
Doing more with less
Economic pressures continue to impact graduate and intern programmes, with many teams being asked to scale back activity or reduce costs while maintaining outcomes. Some organisations are bringing recruitment processes in-house, cutting back on social media and sponsorship spend, or reducing on-campus presence. In both cities, teams discussed how to prioritise essential programme elements and assess the return on investment of their outreach strategies.
There is also a noticeable shift towards using internships more strategically in the second half of the year. With many graduate roles already filled, internships are being used to build pipelines and make early offers, helping maintain momentum while controlling costs.
AI’s growing role in early talent recruitment
AI was a significant discussion point across both roundtables. On the employer side, AI is increasingly being used for admin and screening tasks, though many remain cautious about adopting it more broadly. Concerns include bias, unclear vendor offerings, and the lack of consistent internal policies or training.
At the same time, students are using AI tools extensively to support their job applications. This is leading to a shift in how employers assess candidates, with greater reliance on video interviews and psychometric testing to ensure authenticity and fairness. Both students and employers are looking for guidance on what ethical and responsible use of AI should look like in the recruitment space.
Evolving selection practices
There is continued experimentation with recruitment timing and process design. Some organisations are testing shorter advertising windows, reviewing eligibility criteria upfront, or grouping roles to allow for learnings between cohorts. There was also interest in better aligning recruitment schedules with university calendars to increase application numbers.
Video interviews are now more commonly used than phone calls, particularly as Gen Z candidates feel more comfortable with digital-first approaches. There is still a strong emphasis on maintaining human connection throughout the process, especially to support engagement and candidate experience.
Highlights from Auckland
Auckland attendees had a strong focus on engagement strategies during the offer and pre-boarding periods. Organisations shared their “keep warm” approaches, including newsletters, informal events, morning teas, virtual meetings, and pre-surveys on L&D needs.
These efforts help reinforce the employment brand and support offer conversion, especially in sectors like law and professional services.
Auckland teams also shared innovative outreach practices. Some are broadening their university partnerships to include polytechnics and even high schools, aiming to increase diversity and reach untapped talent. Others are involving first-year grads as brand ambassadors to connect with students on a peer level and encourage contract sign-ups.
Highlights from Wellington
In Wellington, the conversation leaned more towards cost-efficiency and long-term programme sustainability. Organisations shared examples of where they’ve brought recruitment in-house, streamlined systems, or revisited their investment decisions to focus on what’s most critical to their programme’s purpose.
There was also robust discussion around interview formats. Some employers have returned to in-person interviews post-COVID, noting positive feedback from hiring managers, though logistical and cost challenges remain. Others continue to rely on virtual assessments due to the dispersed nature of their roles.
Finally, there was a strong appetite for skills-based hiring, particularly focused on identifying critical thinking and problem-solving capabilities early in the process. Psychometric testing is increasingly being used upfront to validate skills and offset concerns about AI-generated applications.
Looking Ahead
We are always grateful to our hosts and to all the organisations who participate so generously in these sessions. These roundtables are not only a chance to reflect on what’s working, but also to build a sense of shared purpose within our community of early talent professionals.
Do you need help navigating the changing early talent landscape?
Talent Solutions can help you build successful graduate and internship programmes. Whether that’s through getting the right tools for the job (video interview, testing, and applicant tracking system software), some additional resource (we help organisations screen thousands of applications every round), strategically reviewing programmes, implementing award-winning development initiatives, and everything in between — we are your one-stop-shop to up the ante on attracting, selecting, and developing early talent.
Get in touch with Seren or Aron today to start the conversation!
