Graduate Development Programme

Why is training for graduates important?

• Research from the Institute of Student Employers (ISE) 2022 report shows that, 86% of graduates noted that formal training provided by their employer was a key factor in their decision to stay with the company long-term.
• The ISE also found that 80% of employers believe their graduate training programs significantly improve their reputation, making them more attractive to top graduate talent (ISE, 2022).
• According to a report by McKinsey & Company, graduates who go through structured training programs become productive 50% faster than those without training, as these programs emphasise both technical and soft skills (McKinsey, 2021).
• As reported by the Society for Human Resource Management (SHRM), the cost to replace an employee can be 1.5 to 2 times their annual salary, which underscores the importance of retention strategies like training programs (SHRM, 2020).
• Research by Bersin by Deloitte (2022) supports this by highlighting that structured learning programs can reduce turnover rates, saving organisations significant recruitment and onboarding costs.

In September 2024, a global banking institution engaged us as part of a two-week development program for 15 graduates based in their London office. This case study outlines how we leveraged Hogan assessments to help participants understand their personality strengths and motivations, facilitated team-building exercises, and fostered a significant bond within the group, ultimately enhancing their self-awareness and ability to collaborate effectively in their new roles.

Approach:

Understand HPI Profiles: Provide participants with a solid foundation of their personality by reviewing their Hogan Personality Inventory (HPI) profiles. Help them grasp how different HPI scores reveal personal strengths and areas for development.

Explore Strengths and Weaknesses: Facilitate discussions on the impact of high and low HPI scores, enabling participants to understand the implications of their personality traits in a professional setting.

Recognise the Importance of Personality: Demonstrate how personality influences success in three key areas: getting along with others, getting ahead in their careers, and aligning with their team and organisation’s values. Use the HPI to assess how well-equipped participants are in these areas.

Discover Motivations with MVPI: Use the Motives, Values, Preferences Inventory (MVPI) to uncover participants’ underlying motivations and desires. Help them reflect on how much they want or need to meet these goals, offering insights into how their values align with organisational objectives.

Build Team Bonds: Conduct three targeted team-building activities aimed at fostering strong connections between participants, setting a foundation for effective collaboration as they transition into their new roles.

Results:

The graduates provided highly positive feedback, highlighting how the program gave them valuable insights into their own personalities as well as a deeper understanding of their peers.

They learned how their personality traits fit into their new roles and workplace, and how to leverage their strengths and address their weaknesses across different teams and settings.

The team-building activities fostered a strong bond among the participants, ensuring that they will maintain their connection and support each other even as they move into different departments and roles. Through the program, they developed trust and a shared commitment to helping one another succeed.

Next Steps:

The next step for the graduates would be a follow-up session in six months that would include introducing the Hogan Development Survey (HDS) to explore potential derailers and areas for growth as they gain more professional experience. We would also suggest additional team-building exercises to reinforce their collaboration skills and further deepen their connections, helping them navigate their evolving roles within the organisation.