Well-established graduate schemes offering structured training programmes exist across many industries but are usually offered by larger employers in, for example, engineering, finance, law, and technology sectors. Only a small percentage of applicants end up on corporate graduate schemes, largely because places are limited and so are highly competitive.
Recent UK data from the Institute of Student Employers shows that applications for graduate jobs in 2025 rose to 140 per vacancy – up from 78 in 2023. Meanwhile, major graduate employers are reducing the number of places on their graduate schemes such as Grant Thornton, Deloitte and KPMG.
But why is this happening, and why don’t more employers offer graduate schemes?
If you hire based on experience, senior level experts will bring immediate value sharing their own ‘best practice’ approach and skills learned from their previous roles. Recruit graduates, and you have a blank canvas with slim to no experience at the start of a long journey of training, learning and progression. In a recruitment industry context, the road to revenue is arguably uphill.
However, graduate schemes can offer significant value to smaller organisations and not just in terms of financial return, but in the kind of employees they attract and their impact on workplace culture.
The graduate scheme at H&P
At H&P Executive Search, we recognise that in a graduate you have someone who is full of energy, early career motivation, and aspirations that haven’t been dimmed by any career knock-backs. The sky is the limit, and they are fresh from an environment in which they absorbed knowledge and new skills like a sponge every day and are still in this mindset.
Jack Hayes, Founder and CEO of H&P Executive Search, began his career on a graduate scheme and is a staunch advocate for their value to businesses. Consequently, he prioritised setting up a well-structured scheme at H&P.
Jack explains:
“A graduate is an injection of a fresh perspective and creativity that is unaffected by prior experience and full of confidence. Whilst graduates aren’t generating revenue out of the gate, they start in a lower salary bracket with the incentive to grow quickly and usually with a degree of loyalty to the firm that gave them a chance.
“At H&P, our graduates are the heart and soul of our firm, they bring another dynamic and create the culture of learning fast, striving to hit high targets and enjoying life while they do. The energy is infectious and it lifts everyone to perform their best.”
Our head of Learning & Development, Matt Franklin, is responsible for people development and performance and creating an environment where individuals thrive. He built up H&P’s Graduate Academy, a highly structured scheme that comprises rigorous training for new starters with a transparent pathway from Associate through to Equity Partner mapped out from the beginning, so that the next goal is always clearly in sight.
Academy joiners begin on a graduate consultant rate with, on average, 65% of graduates reaching consultant level within 12 months. The process is tracked and supported throughout by ongoing learning and development opportunities, including with senior members of the team.
Further down the pathway, on average 21% of graduate joiners make the step to principal consultant within three years, with some exceptional candidates achieving this even more quickly. The average time for a new graduate hire to get their first deal across the line is 4.5 months, which is a strong rate. We have a significant budget for training every year, both internal and external, and all employees are encouraged to take advantage of a mentorship scheme we offer across the business.
Graduates and AI, not one or the other
New job seekers are facing an increasingly tough market in which to find work, including graduates. The advances in technology and the efficiencies enabled by AI are often blamed as a key contributor to this problem.
In executive search, AI is significantly streamlining and improving internal processes with real financial benefits, but it is not replacing people.
Jack concludes:
“It is a tough landscape for graduates and entry-level job seekers. Technology is making some roles redundant, but it’s a slippery slope if the next generation can’t get their foot in the door and start building up skills and experience for when it’s their turn to be leaders. I believe any firm can benefit from fresh ideas and people who are ready and willing to learn.
“That’s why we’re using AI to aid our processes and outcomes, not replace team members. Those joining our team (or any workforce) are now the most tech literate and bring even more value. Graduates have played a big part in getting us to where we are as a disruptor in the executive search market.”
