1. Engaging the Hearts
and Minds of Graduates
AGR Development Conference
13 March 2013
Nicky Garcea and Vernon Bryce
In Partnership with Engage Group

2. Capp
Capp is a strengths-based assessment,
product and platform business.
30,000 SST
completions in
2012
Founded
2005
Products and
Solutions used
in 120+
countries
800
Accredited
test users
Working
with
200+
Organisations
70,000
Realise2
users
30,000
2013 =
candidates
screened for
strengths

3. Capp Clients
1. Culture Shaping

4. Strengths Transform
Engagement Matters

5. Today
1. The engagement honeymoon
2. Drivers of graduate engagement
3. Sustaining graduate engagement

6. The ‘Honeymoon’ Effect
73%
51%
39%
46%
55%
78%
55%
43%
54%
61%
Less than 1 year
1 to less than 3 years
3 years to less than 6 years
6 to less than 10 years
More then 10 years
All employees Graduates
[Source: Engage Global Benchmark Survey, November 2013]
% fully engaged:

7. Top 10 Drivers of Engagement
Boomers
• Recognition
• Communications
• Culture and values
• Empowerment
• Reward
• Work-life balance
• Customer focus
• Working
environment
• Job security
• Career
opportunities
Generation X
• Recognition
• Communications
• Empowerment
• Culture and values
• Working
environment
• Line of sight
• Career
opportunities
• Line management
• Reward
• Job security
Generation Y
• Recognition
• Communications
• Working
environment
• Career
opportunities
• Organisational
reputation
• Performance
management
• Teamwork
• Open and honest
leadership
• Line management
• Line of sight
Graduates
• Recognition
• Organisational
reputation
• Empowerment
• Communications
• Career opportunities
• Working environment
• Open and honest
leadership
• Line of sight
• Culture and values
• Performance
management
[Source: Engage Global Benchmark Survey, November 2013]

8. Current Graduate Issues
4 in 5 want regular feedback from their manager
7 in 10 want “me time” at work
9 in 10 believe they deserve their “dream job”
1 in 2 would rather have no job than have a job they hate
3 in 5 feel they will switch jobs in less than 5 years
[Source: Engage Global Benchmark Survey, November 2013]
1 in 3 prefer recognition from their manager/ peers or
a promotion over higher pay

9. What can we do?
• Create realistic and relevant engagement throughout
recruitment
• Align assessment output to in-role management
• Person-centred on-boarding
• Strengths-based line management
• Strengths and engagement focused development
Pre-engage Re-engage

10. www.realise2.com
Strengths and Engagement
on Campus

14. Intuitive
CMS
Personalised
Content
Instant preview
& update
Detailed MI Multi-group
management
Responsive
Document
Library
Check Lists Messaging &
Networking
system
Events &
Calendar
Quick
set-up time
Secure Core updates
(saas)
Bolt on modules Video Guides
…a personalised & interactive
online portal to support
communication between
businesses and individuals.

15. Nestlé Strengths-based feedback report

16. As recruiters and developers of early
career employees how can we reduce
the honeymoon effect?

17. www.realise2.com
Realise2 4M Model of Development
Marshal:
Moderate:Minimise:
Maximise:

18. The employability and recruitment platform
www.jobmi.com

19. What is the smallest thing that you
can do to make the biggest
difference to increase engagement
of graduates?
Share with us:
nicky.garcea@capp.co

20. Thank you, questions, keep in touch 
Nicky Garcea (CPsychol)
Chief Customer Officer
Capp
+44 (0) 2476 323 363
nicky.garcea@capp.co
Vernon Bryce (CPsychol)
Chief Commercial Officer
Capp
vernon.bryce@capp.co
Dr Andy Brown CEO
Engage
+44 (0)7776 143 854
andy.brown@engagegroup.co.uk
www.capp.co
www.jobmi.com
www.realise2.com
www.engagegroup.co.uk