The world of early careers is changing - fast. Whether you’re running a graduate scheme, hiring apprentices, or rethinking how to reach Gen Z talent, 2025 is already shaping up to be a year of transformation.
Inside the UK’s Biggest Recruitment Festival: What’s Next for Early Careers.
Our team was recently on the ground at RecFest - the UK’s biggest recruitment festival, where 5,000+ talent acquisition professionals gathered to talk about the future of hiring.
Speaking with over 100 early careers professionals - from FTSE 100 companies to fast-growing startups - we found that one thing was clear: early careers hiring is no longer a box-ticking exercise. It’s a strategic priority.
Here are the five key trends we heard (and felt) most strongly on the day - and why they matter for anyone building an early talent strategy that works in 2025 and beyond.
1. There’s No One-Size-Fits-All Early Careers Model
Some employers already have 2026 intakes locked in. Others are starting completely fresh. But most are shifting towards more flexible and inclusive hiring models - adapting their programmes based on candidate needs, business growth, and changing expectations.
The “standard” graduate scheme is giving way to a more personalised, strategic approach.
Takeaway: Don’t default to what you’ve always done. Use this moment to reassess what’s working - and what your next generation of talent actually needs.
2. Gen Z Is Done Waiting
Across the board, we heard frustration from early careers professionals around long, clunky hiring processes that are causing top candidates to drop out. Gen Z expects speed, transparency, and communication. Application fatigue is real. Talent moves on fast.
Takeaway: Streamline your process and put candidate experience first. Think clarity, simplicity, and respect for time. This is where SMEs can - and should - show up.
3. Credentials are losing ground to potential.
More and more employers are shifting focus from qualifications to potential — and embracing alternative pathways like bootcamps, apprenticeships, and self-directed learning.
Candidates increasingly want to show what they can do, not just tell you where they studied.
Takeaway: Open the door to non-traditional talent. Design assessments that reveal strengths, not just CVs.
4. Authenticity > Polish.
Today’s early talent doesn’t want glossy recruitment videos or jargon-filled job ads. They want real stories, real people, and real opportunities.
And employers? They want confidence that they're making the right decisions. Authenticity builds trust on both sides.
Takeaway:An early career strategy around fairness, clarity, and connection sends a powerful message.
5. Everyone Wants to Hire Diverse Talent - Few Know How.
The intent is there: nearly every team we spoke to wants to reach and support more diverse early careers candidates. But many are still figuring out how to do that - especially in a way that’s sustainable and measurable.
The good news? You’re not alone - and progress starts with small, practical steps.
Takeaway: Focus on outreach, remove bias in screening, and measure what matters. Inclusive hiring is a journey, not a checkbox.
Ready to Rethink Your Early Careers Strategy?
At Day One, we’re committed to ensuring no talent gets left behind and that employers have the tools and support needed to shape meaningful early careers. If you’re ready to rethink your strategy, explore new ideas, or simply want guidance on your next step, our team is here for you.
