Part two of a short series on grad programs. Part one covered why to run one, how to structure it, and how to systemise recruitment. This one covers what happens inside the program and how to set it up properly.
5. Build assessment into the program itself
During the second half of our program, grads had regular learning sessions and mentor check-ins every couple of weeks.
The most important element was a final project, where the grads had to work in teams (put together based on what they were specialising in) to deliver a proposal (and then the work) for a partner NFP of ours. This covered a range of our specialties including:
- social media
- paid search
- SEO
- website improvements
- CRO
This gave us a much clearer view of:
- how they think
- how they collaborate
- how they present
- and the quality of their work
It was the closest thing to a real-world test before offering permanent roles.
6. Think carefully about the contract structure
Okay first up, this is not legal advice. I'm not a lawyer etc. We worked with our HR consultants on this bit but do your own due diligence pls.
We structured the program as 12-month contracts, with the intention that successful participants would move into permanent roles afterwards. The goal for us was always to keep everyone, but agency life isn't perfectly predictable. Workloads change, teams evolve, and sometimes people just aren't the right fit. The contract structure gave us some protection while still being transparent and fair to everyone involved.
If you're considering something similar, it's worth working with HR or employment advisors to structure it properly.
7. The best promotion channel is universities
Finally, if you want strong applicants, the best place to start is local universities.
When we ran the program, we partnered closely with lecturers, unit coordinators and student groups at universities like QUT, UQ and Griffith (the program was based in Brisbane).
We'd done guest lectures, hosted interns and built relationships with the teaching staff, so when the grad program opened, those people actively recommended it to students.
That advocacy made a huge difference to the quality (and quantity) of applications we received. If you don't have these relationships already, I'd suggest checking out sites like GradConnection (I think it's now called SeekGrad) and running targeted advertising campaigns to fill the pipeline. One of the hardest parts is having your desired candidates even hear about the role.
Cheers, Sam
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